Law firm websites · Employment & HR
Websites for employment law firms advising employers
Employers look for practical help with a decision they have to make, such as a dismissal, a restructure or a grievance, and often for ongoing HR support. A good site explains how the firm helps before problems reach a tribunal, sets out retained-advice options clearly, and publishes tribunal defence pricing as the SRA requires.
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The first question
“How do we handle a dismissal fairly and avoid a tribunal claim?”
An HR manager or business owner facing a difficult decision.
How clients choose a employment & hr firm online
HR managers and business owners usually search with a specific problem in mind and want to know the firm understands their situation. Practical, measured content about how difficult situations are handled builds more confidence than lists of legislation.
Many employer-side firms earn most of their value from retained advice rather than one-off cases. The website should make that offer easy to understand and easy to enquire about, alongside the urgent route for a claim already received.
What a employment & hr page needs
Approach: practical support for employers. A short enquiry about the issue and its urgency, routed to the employer-side team.
- 01
Common issues
Dismissals, grievances, restructures and contracts
- 02
Ongoing support
How day-to-day HR advice works, and what it costs
- 03
Training
For managers and HR teams
- 04
Guides
Practical checklists for common situations
- 05
The team
Who advises employers
Design decisions, and why
- Written for decision-makers who need a practical answer quickly.
- Ongoing support is explained with clear terms, as it's a recurring relationship.
- Kept clearly separate from any employee-side advice to avoid confusion.
Main website or a separate site?
Usually the main website.
Employer clients value the firm's wider commercial capability, so this belongs with the rest of the business offering. Keep it clearly distinct from employee-side services.
Specialist enquiry sitesWhat the SRA rules require
Advice and representation for employers defending Employment Tribunal claims for unfair or wrongful dismissal is a service listed in rule 1.4(a) of the SRA Transparency Rules. Where a firm publicises this service, it must publish cost and service information: the total cost or an average or range, the basis of charges, likely disbursements, VAT, what the price includes, the key stages and likely timescales, and the experience and qualifications of the people doing the work (rules 1.5 and 1.6). Whatever the area, every SRA-authorised firm must publish its complaints procedure, including how and when a complaint can go to the Legal Ombudsman and the SRA (rule 2.1), and display its SRA number and the SRA digital badge prominently (rule 4.1).
Source: SRA Transparency Rules (version in effect from 11 April 2025). This is a summary, not legal advice.
Full guide to the Transparency RulesWhat we don't promise
No one can guarantee rankings, enquiries or mentions in AI answers, and we don't. We build a site that is clear, compliant, fast and easy for search engines and AI tools to understand, and we're candid about what that can and can't do.
Questions firms ask
Must employer-side firms publish tribunal pricing?
For defending unfair and wrongful dismissal claims, yes: the SRA Transparency Rules require cost and service information. Advisory and retained HR work is not on that list, though explaining how it is priced usually helps.
How should a website present retained HR advice?
As a clear offer with what it includes, who provides it and how to start, rather than a line in a service list. For many employer-side firms it is the most valuable enquiry the site can generate.
Should employer and employee work be on the same site?
If a firm acts for both, each needs its own section, language and enquiry route. Most firms concentrate on one side, and the website should make that clear.
Talk to us about your employment & hr website
What happens next
- 1Tell us a little about the firm — it takes about a minute.
- 2We reply within one working day to arrange a 30-minute call.
- 3If it's a fit, you receive a written scope and fixed price.