Employment and Pensions

EMPLOYMENT AND PENSIONS

Kingfisher Plc and Screwfix

We act for FTSE 100 Kingfisher plc as well as one of its fastest growing operating companies Screwfix, which has well over 100 sites across the UK and 3,550 employees. We provide day to day employment advice, employment tribunal representation, and support on specific projects such as restructures and redundancies; collective changes to terms and conditions of employment; TUPE and collective consultation obligations.

The Screwfix relationship involves a helpline for their HR advisers, high-level strategic advice to their HR director, and an innovative risk-sharing approach to their employment tribunal caseload. Together this service has resulted in Screwfix receiving 50% fewer tribunals than the national average for UK employers.


EMPLOYMENT AND PENSIONS

The Royal Shakespeare Company (RSC)

The RSC has been a client since 2006. We undertake all its employment law including labour relations, pensions and TUPE work, while we actively support its HR team on a regular basis.

The scope of our work for the RSC includes advice on restructures; difficult grievances and disciplinaries; guidance with specific HR projects such as a handbook and policy review; support with trade union recognition issues and collective agreements. We have also delivered training and coaching, tailored to the organisation’s particular requirements.


EMPLOYMENT AND PENSIONS

Plymouth Community Homes

In addition to providing general employment support and representation in relation to regular employment tribunal claims, we have been also been representing Plymouth Community Homes in relation to a number of ongoing equal pay claims regarding employees who had transferred over from Plymouth City Council.

We have further provided strategic support and advice relating to a number of deferred TUPE situations, whereas service level agreements with Plymouth City Council come to an end (PCH having originally come out of PCC), TUPE transfers are occurring. This involved revisiting the agreement that had been made between the parties at the time of the initial transfer to ensure that it was fit for purpose for the deferred transfers.

As it happened, the agreement over transferring staff required a complete overhaul, which we perfectly placed to do due to a combination of is transactional and outsourcing TUPE expertise, but also because of our valuable TUPE litigation experience.



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