Websites for employment law solicitors
Websites for employment law solicitors: the side stated, the time limit answered, the settlement agreement instructed the same day
An employment law website has to say, in the first line, whether the firm acts for employees, for employers or for both, because the two readers search for different things, fear different things and arrive at different hours. Then it has to answer the time limit question, explain ACAS early conciliation, turn a settlement agreement enquiry into an instruction the same day, and carry the tribunal fee page the SRA Transparency Rules require. We build that site, from £1,200 as a one-off.
Which site is this
- For employees: dismissal, discrimination, settlement agreements, written for the person reading on a deadline.
- For employers: process, defence, retainers, written for the owner or HR manager who has to get it right.
- For both: two doors on the home page and a separate set of pages for each, never one page trying to face both ways.
Two audiences
The employee and the employer are reading different pages, or should be
| Acting for employees | Acting for employers | |
|---|---|---|
| Who is reading | An employee who was dismissed on Friday, or has a settlement agreement on the kitchen table with a deadline on it | An owner or HR manager with a grievance, a redundancy round or a tribunal claim form in the post |
| What they search | "settlement agreement solicitor", "unfair dismissal solicitor", "constructive dismissal", "discrimination at work solicitor", with a town | "employment solicitor for employers", "HR legal retainer", "defending a tribunal claim", "redundancy process advice" |
| What they fear | Missing the time limit, the cost, and being the only one this has happened to | Getting the process wrong, the cost of a claim, and a solicitor who bills by the minute |
| What the page must say | The time limit, ACAS early conciliation, what the first call covers, and who pays for settlement agreement advice | Fixed-fee options, the retainer, who the named solicitor is, and the tribunal defence fee page the rules require |
| When they contact you | Evenings and weekends, from a phone, often on a deadline | Office hours, from a desk, often after asking a colleague |
The searches
What people type, and the page each one needs
Employment law is searched by problem, in the reader's own words. Each is a page on the site, and each is written so the first paragraph answers the question the search asked.
- Settlement agreement advice
- The largest single employment search, and the quickest matter: the employee must take independent advice for the agreement to bind, and the employer usually contributes to the fee. A page that says so, with the turnaround time and how to send the document, wins the instruction the same day.
- Unfair and constructive dismissal
- The reader wants to know whether they have a claim, what it is worth and how long they have. The page answers all three in that order, plainly, before it says anything about the firm.
- Discrimination and whistleblowing
- Equality Act claims and protected disclosures. Different rules, different evidence, no cap on compensation in most cases, and a reader who often does not know the name of what happened to them.
- Redundancy, TUPE and restrictive covenants
- For employers, process pages: consultation, selection, the transfer of staff on a business sale, and the covenant a departing director wants to test. Written for the person who has to run the process, not for another lawyer.
Sound familiar?
Why employment departments come to us
- The site says "employment law" and never says whether the firm acts for employees, employers or both, so half the readers leave.
- Settlement agreement enquiries arrive with a three-day deadline and the form goes to an inbox read on Monday.
- The tribunal fee information the Transparency Rules require is a paragraph on the terms page, and the COLP is not sure it is enough.
- The department's best work is a run of tribunal wins nobody outside the firm knows about.
How we build it
Six decisions, in the order we make them
01
State the side on every page. Employee, employer, or both with separate pages for each, in the first line, in the navigation and in the title, so the reader knows within a second that this page is for them.
02
Answer the time limit question before anything else. The tribunal time limit for most claims has been three months less a day from the act complained of, with ACAS early conciliation to be started inside it, and it is the first thing a dismissed reader wants to know. The page states the current limit, explains the conciliation step, and is dated so the firm updates it when the law changes.
03
Build the settlement agreement page as a service with a turnaround: who pays, how to send the document, how fast the advice comes back, and a form that reaches the fee earner on duty the same hour.
04
Write the fee page the rules require. Employment tribunal claims for unfair or wrongful dismissal, and tribunal defence for employers, are on the SRA's list, so the cost or its basis, the disbursements, VAT, the stages, the timescales and the people all go on a page a reader can find.
05
Name the solicitor. Photograph, year of admission, the kinds of claim they take, whether they appear at tribunal themselves, and a direct line. This is what the national firms with a call centre cannot show.
06
Give employers a different door. Fixed-fee options, an HR retainer if the firm offers one, the process pages, and a form that asks for the company name and the size of the workforce rather than the date of dismissal.
The fee page follows the SRA transparency checklist. The figures are the firm's, the COLP confirms the wording, and we keep a dated copy of each version.
After the site
“Employment solicitor” with a town on the end is earned page by page
Launch gets the firm found by name and, with the office profile matched, for the town. The problem searches are held by firms that have been publishing pages, reviews and mentions for years, and catching them is the monthly work. Every package on the pricing page carries the first month free, and the retainer is what holds the town for the firm.
Other practice areas
The sites we build for other departments
Related
Related
Questions employment departments ask us
We act for both employees and employers. Does one site work?
Yes, with two clear paths from the home page and separate pages for each side, because the searches, the tone and the fear are different. A page that tries to speak to both at once speaks to neither. Where a firm wants two brands, we say so in the audit; it is rarely necessary.
Do we have to publish employment fees?
For employment tribunal claims for unfair or wrongful dismissal, and for defending them, yes, under the SRA Transparency Rules: the cost or its basis, disbursements, VAT, what is included, the stages, the timescales and the experience of the people. Settlement agreement advice and general advice are not on the list, but a from-price for the agreement work wins instructions, because the employer's contribution makes the client's question 'will it cost me anything'.
How fast does the settlement agreement enquiry need handling?
The same working day, and the site should say so. The agreement usually carries a deadline, the employer is waiting, and the client rings the first firm that answers. We route the form to the fee earner on duty and to a phone, not to a general inbox.
The time limit changes. How do we keep the page right?
The page states the limit as it stands, explains ACAS early conciliation, and carries a reviewed-on date. When the law changes, the firm tells us or we spot it in the monthly check, and the change goes live the same week. A page with the wrong time limit is worse than no page.
Can the site show our tribunal results?
Judgments are public, so a page that describes a case, anonymised or not as the client prefers, with the outcome and what it meant, is both allowed and persuasive. Nothing that promises a similar outcome; the rules on publicity do not permit it and a reader does not believe it.
What about the town rule for a department that works nationally?
Settlement agreement work is national and often done by email, so the town matters less for that page than for the map. The retainer still holds the firm's town for employment work, and the reply to the quote form says whether it is free. Two employment departments in the same town cannot both be clients; an employment firm and a conveyancing firm can.
Get the settlement agreement enquiries answered the same day
Send the firm's site and the town. You get a review of what a dismissed employee and an HR manager each see, what the fee page is missing, and a quote for the site that answers both.