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
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…
Employment law support Brand Energy & Infrastructure Services is a long-standing Watershed client. It helps its customers to provide high-quality inspections and repairs, term maintenance or new build capital projects by supplying a broad range of products and services. These include scaffolding, insulation, cladding, coating, labour, project management, and safety systems. It employs approximately 2,500…
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…
Recent News
When will the changes in the Employment Rights Bill happen? What employers need to know
The Employment Rights Bill is in the final stages of its journey through Parliament and the Government has published a roadmap setting out when its provisions are expected to come into force. This is good news for employers, as many of the bigger changes in the bill are delayed, which will give them more time…
Bias in, bias out: how artificial intelligence (AI) recruitment can cost you
Scenario Let us imagine a scenario. Victoria, a senior recruiter at a healthcare charity, is proud of her organisation’s progressive values. Pressed for time, she signs off on a new AI-powered tool that screens CVs and ranks candidates by ‘fit’. The provider says it uses anonymised data and ‘learns’ from successful hires. So far, so…
[ READ MORE ] from Bias in, bias out: how artificial intelligence (AI) recruitment can cost you
How should you run a disciplinary process when the employee is clearly unwell?
You have serious misconduct allegations. The employee in question is signed off with stress and depression. What now? Do you push on, pause, or tweak the process? The recent High Court decision in Woodhead v WTTV Ltd is a cautionary tale for HR. While unusual (it was a personal injury claim, not a Tribunal case),…
[ READ MORE ] from How should you run a disciplinary process when the employee is clearly unwell?
How should you avoid age discrimination when selecting for redundancy?
You have to make cuts. The restructuring is happening. The selection criteria are ready, complete with performance, conduct, and… qualifications. One person does not have a degree. They are also the oldest in the team. You score them lower, they are selected for redundancy, and you move on. Or so you think. What happened? That…
[ READ MORE ] from How should you avoid age discrimination when selecting for redundancy?
