Experts
IN EMPLOYMENT LAW FOR OVER 50 YEARS
Our story
We believe employment law and HR should go hand in hand. Our employment lawyers are highly experienced and offer commercially minded service as well as operationally aware advice. They combine their expertise in both fields to provide innovative people management.
We add value by getting to know how your business works, what your priorities are and how much support your business needs. The way we offer employment law support provides you with a real choice, the ability to control costs and to get exceptional results. All our fees are transparent.
We work in partnership with you to help your business succeed. We remove the complexities of employment law, add skills and confidence to your team, and allow you to concentrate on simply running your business.
Wherever you are, we can support you. Our clients range from small businesses to national multi-site operations and large companies with an international presence. We practise law throughout the UK. We advise clients in the Republic of Ireland and we can call on employment specialists in other countries.
What we do
We offer a range of services to suit the needs of your business.
From the start, we appoint a lead consultant to work directly with you and help you to create an employment law service package that fits your needs – whether that is a simple telephone call, face-to-face meetings, training or drafting the documents you need.
CASE STUDIES
Employment law support Flowtech Fluidpower has been a Watershed client since 2010. It is a provider of fluid power products and solutions that supplies hydraulic and pneumatic components and services in multiple industries throughout the UK and northern Europe. It employs nearly 600 people, operating in 19 locations with more than 500 brands. Its sustainable…
Support on reward Watershed has provided support on employment law and managing people to Benchmark Sport since 2019. Benchmark Sport is the holding company for a global network of brands and businesses that develop sport-related networks in the business and social sectors. These brands include Think Beyond, Beyond Sport, SIG, NSE and TrybWorld. In February…
Aligning job evaluation and pay bands “We have built up a strong working relationship with Watershed over many years and always receive sound advice and guidance on job evaluation, pay and grading matters.” Audit Scotland supports the Auditor General and the Accounts Commission with financial and performance auditing to ensure that Scotland’s public funds are…
Recent News
10 Ways You Should Prepare for the Employment Rights Bill
1 Unfair Dismissal Change Clause 19 removes the two-year qualifying period for claiming unfair dismissal, making it a right from day one of employment. The government will consult on a new statutory probationary period, with its preference being nine months. Action Monitor probationary periods Begin planning to monitor and evaluate your employees more rigorously during…
[ READ MORE ] from 10 Ways You Should Prepare for the Employment Rights Bill
How do you do a sexual harassment risk assessment?
From Saturday 26th October 2024, employers are under a duty to take reasonable steps to prevent the sexual harassment of their employees in the course of their employment. An employer is unlikely to be able to comply with the preventative duty unless it completes a risk assessment to identify risks and the control measures required…
[ READ MORE ] from How do you do a sexual harassment risk assessment?
Newsflash – Employment Rights Bill
Today (Thursday 10th October) the Government published the draft Employment Rights Bill. It is claimed to be ‘the biggest upgrade to rights at work for a generation’ and stems from one of Labour’s key manifesto commitments. So what are the highlights? Employers will have a legal duty to take all reasonable steps to prevent sexual…
Eight ways to comply with the employer’s new duty to prevent sexual harassment of employees.
The government has confirmed its plans to bring the Worker Protection (Amendment of Equality Act 2010) Act 2023 into force on Saturday 26th October 2024. The Act will require employers to take ‘reasonable steps’ to protect employees from sexual harassment in the course of their employment. The Equality and Human Rights Commission (EHRC) will be…
