How Springhouse works to get the best result for its clients

At Springhouse we pride ourselves on consistently getting the right result for our clients. This is a collaborative process: we will always take time to understand our clients’ concerns and help them focus on what the best outcome for them may be.

Our knowledgeable employment law specialists will then use their extensive experience to move matters forward and reach an acceptable resolution.

The human factor matters

Every case is different, no two scenarios will be exactly the same and the human factor – namely the personalities and priorities of the individuals involved – means we need to tweak our tactics every time to achieve the best possible outcome for our client.

We will come up with creative solutions

However, our overarching aim is always the same: to act in the best interests of our client in everything we do. Sometimes, “best interests”, doesn’t equate to the largest settlement, it might be that a speedy resolution is the best way to help someone because their health is suffering, or that a return to work – on the right terms – is actually better than a termination of employment. Springhouse solicitors are experts in coming up with creative solutions and ways of working to help our clients achieve their aims.

We’re with you every step of the way

Workplace disputes are stressful for those involved but, there is not much we haven’t seen and this knowledge means we can guide individuals through the process, providing re-assurance and tactical help along the way.

The case study below is just one, recent, real-life example of how Springhouse has assisted a client to resolve their workplace dispute in a positive way.

Case study

The client worked for a government body and was initially being advised by another law firm. The client was going through the disciplinary process, accused of gross misconduct and was off sick, with the threat of a hearing on her return hanging over her. After several months she was getting no closer to a resolution, so she approached Springhouse for help. We were able to write to the employer pointing out the flaws in the disciplinary process to date and this resulted in a generous settlement offer, enabling our client to achieve her aim of leaving her employer on her own terms and averting the risk of a dismissal for misconduct.

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Labour’s First 100 Days in Employment Law: A review of Progress to Date and What Lies ahead in the next 12 – 24 months

By Louise Maynard • October 28, 2024

The Labour Party came into power in 2024 with a promise of substantial reforms aimed at enhancing worker’s rights, improving work-life balance, and addressing inequalities in the workplace.

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Supporting Mental Health in the Workplace: A Legal Framework for Employers

By Yeing-Lang Chong • October 10, 2024

Mental health is an increasingly important issue in the workplace, affecting employees’ wellbeing, productivity, and overall satisfaction. As more employees speak up about their struggles, UK employers must ensure they are providing a supportive environment while adhering to legal responsibilities. The legal framework surrounding mental health in the workplace is clear, but understanding how to apply it practically is key to preventing discrimination and promoting a healthy work culture. With World Mental Health Day on 10th October, now is the perfect time for employers to review their obligations and strategies for supporting mental health in the workplace.

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Handling Mental Health-Related Absences: Best Practices and Legal Obligations

By Yeing-Lang Chong • October 9, 2024

Handling Mental Health-Related Absences: Best Practices and Legal Obligations Mental health-related absences are a common challenge for employers, as mental health conditions can lead to prolonged or frequent time off work. Understanding how to handle these absences with compassion while fulfilling legal obligations is crucial for maintaining a supportive work environment and avoiding potential legal pitfalls. As we approach World Mental Health Day on 10th October, this article outlines best practices and key legal responsibilities for UK employers when managing mental health-related absences.

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Mental Health Discrimination in the Workplace: UK Legal Protections

By Emily Kidd • October 8, 2024

In the UK, mental health discrimination in the workplace is a growing concern as more employees speak up about their struggles with mental health issues. World Mental Health Day, observed on 10th October, provides an opportunity to reflect on the legal protections in place to safeguard employees from discrimination and to promote mental wellbeing in the workplace. This article will explore the legal framework surrounding mental health discrimination, including how the law defines mental health disabilities, employers' responsibilities, and steps businesses can take to prevent discrimination.

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Reasonable Adjustments for Mental Health: A Guide for UK Employers

By Marianne Wright • October 7, 2024

Supporting employees with mental health conditions is not just an ethical responsibility for UK employers; it’s a legal obligation under the Equality Act 2010. As we approach World Mental Health Day on 10th October, it’s crucial for employers to understand what reasonable adjustments are, how they can be applied to mental health, and the steps they should take to comply with UK law while fostering an inclusive and supportive work environment.

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How the Equality Act Protects Employees with Mental Health Conditions

By Marianne Wright • October 7, 2024

The Equality Act 2010 is a key piece of legislation in the UK that aims to protect employees from discrimination in the workplace. While much of the focus on this Act has been on physical disabilities, mental health conditions are also covered under its provisions. As we approach World Mental Health Day on 10th October, it’s important to understand how the Equality Act protects employees with mental health conditions, and what employers must do to ensure they meet their legal obligations.

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Workplace Stress and the Law: How Employers Can Support Employee Wellbeing

By Marianne Wright • October 7, 2024

In the modern workplace, stress is often considered an inevitable part of the job. However, when stress becomes overwhelming, it can lead to significant mental health issues such as anxiety, depression, and burnout. In the UK, employers have a legal responsibility to manage workplace stress and support employee wellbeing. As we approach World Mental Health Day on 10th October, this article explores the legal framework around workplace stress and provides guidance on how employers can take steps to create a healthier, more supportive work environment.

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Expanding the Scope of Indirect Discrimination Claims: Implications for Employers

By Springhouse Solicitors • October 2, 2024

The British Airways Plc v Rollett & Others ruling underscores the importance of focusing on the actual disadvantages caused by workplace policies. Employers are now obliged to be more vigilant in assessing the broader impacts of their decisions, ensuring equity and fairness for all employees, regardless of whether they possess a protected characteristic under the Equality Act 2010. By proactively addressing these considerations, employers can foster a more inclusive work environment and mitigate the risk of indirect discrimination claims.

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Shift Work, Burnout, and Your Rights: Navigating the Challenges of Healthcare Employment

By Marianne Wright • August 11, 2024

Shift work is a necessity in the healthcare sector, ensuring round-the-clock care. However, long hours, night shifts, and irregular schedules can take a significant toll on healthcare workers' physical and mental health, increasing the risk of burnout. This article outlines your legal rights regarding rest breaks, the impact of shift work, and your employer's obligations to minimise the risks.

Mental Health at Work: Legal Obligations and Best Practices for UK Employers

By Yeing-Lang Chong • August 11, 2024

Mental health conditions are becoming increasingly prevalent in UK workplaces, with far-reaching consequences for employees, businesses, and society as a whole. Employers have a duty of care towards their employees' mental wellbeing, and certain mental health conditions may also be recognised as disabilities under the Equality Act 2010.