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Employment Law for Employers in Carlisle, Cumbria & Northumberland

Being an employer brings responsibilities, but call on our knowledge and you’ll soon be in the know.

At Cartmell Shepherd, we understand how to balance the needs of the law with commercial concerns, which means you get shrewd legal advice mixed with our business acumen. It also pays to get us in promptly, because being involved at the earliest possible stage of an issue reduces risk of claims and limits cost. That said, we always keep our clients informed about cost levels, to avoid any nasty surprises. So whether you have questions about TUPE, contracts or policies or a dispute between staff, let us give you the heads up on the way to handle these..

Our Employment Law Expertise

Service agreements and restrictive covenants
Settlement agreements
Disciplinary issues and grievances
TUPE advice
Contracts of employment and policies
Employment tribunal claims
Short-term and long-term sickness absences
Managing misconduct and poor performance issues
Redundancies, office closures and relocations
Changes to employees’ terms and conditions of employment

FAQs

How much does it cost to run a case to a final hearing in the Employment Tribunal? Can I recover my costs?

Your legal fees will depend on the complexity of the claims brought, the amount of documentary evidence relied on and how your opponent responds. Parties bear their own costs in the Employment Tribunal. These are not usually recoverable from your opponent unless they have conducted themselves inappropriately during the proceedings.

How long do I have to respond to a settlement agreement?

ACAS guidelines suggest that at least 10 calendar days are provided to consider and respond to a written settlement offer. If an employer does not observe this then protected conversations may become admissible as evidence.

When are the changes to employment law coming in?

Changes are staggered throughout 2026 and 2027. There are significant changes taking place in October 2026 and January 2027 relating to time limits to pursue claims and the length of service required to bring them.

I am selling my company, should I dismiss my staff?

No. TUPE may operate to transfer your staff automatically to the new owner on completion.

What happens if I don’t inform or consult with my staff about a transfer to a new owner?

There is a legal obligation to inform and consult staff under the TUPE regulations. Failure to do so could result in a financial penalty for each employee affected and damages for unfair dismissal.

Is the law changing around sexual harassment?

Yes, from 30 October 2026 employers are required to show that they are taking all reasonable steps to prevent sexual harassment in the workplace. Those that don’t have preventative measures in place, will be liable for the harassment of their employees by clients and customers.