BRAVIOT acts for employers across the employment life-cycle, recruiting, contracting, managing performance, restructuring and parting ways. Our advice is practical: focused on getting good outcomes that are also defensible, and on giving HR teams the tools they need to act with confidence.
How we can help
- Employment contracts, handbooks and policies
- Director service agreements and senior executive arrangements
- Restructures, redundancies and TUPE
- Grievances, disciplinaries and performance management
- Settlement agreements and protected conversations
- Employment Tribunal defence (unfair dismissal, discrimination)
Our approach
Good employment advice is about helping the business make a decision and document it well. We work closely with HR and management, staying available between meetings, drafting the correspondence the case actually needs, and being honest about the risk picture rather than over-engineering.
Talk to BRAVIOT
Tell us briefly what you are dealing with and we will respond the same working day with a clear next step.
Get in touchFrequently asked questions
Where you want a clean break with binding confidentiality and a release of claims, typically on exit, after a restructure, or to resolve a grievance. We draft the agreement, manage the protected conversation script and liaise with the employee’s adviser.
The Transfer of Undertakings (Protection of Employment) Regulations transfer employees of a business sold as a going concern. They impose information and consultation duties and limit changes to terms. We advise on whether TUPE applies, run the consultation and document the position.
From claim form to final hearing, typically 9–18 months, though this varies by region and complexity. Most cases settle before a final hearing.
They can be, where they go no further than reasonably necessary to protect a legitimate business interest. The duration, scope and territorial reach all matter. We draft them carefully and pursue enforcement where required.
Yes, many clients use us on a monthly retainer basis with capped fees, giving HR a named lawyer to call and predictable budgeting.