People Legal Limited

People Legal Limited We are a niche employment law firm based in Wilmslow, Cheshire.
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⭐️⭐️⭐️⭐️⭐️"I was very pleased with the service provided and found the entire team very friendly, helpful, and profession...
03/09/2026

⭐️⭐️⭐️⭐️⭐️

"I was very pleased with the service provided and found the entire team very friendly, helpful, and professional when discussing my case details and providing me with legal advice."

Every client deserves to feel supported from their very first conversation.

We know that employment matters can be challenging, so creating an approachable, professional and supportive experience is just as important as providing expert legal advice.

By taking the time to listen, explain the options clearly and guide clients through each stage of the process, we aim to make difficult situations that little bit easier.

If you want to know more about our services, visit our website https://people.legal/ or email [email protected] to arrange a chat with a team member.

A recent Employment Appeal Tribunal ruling has confirmed that anti-Zionist beliefs can qualify for protection as a philo...
01/09/2026

A recent Employment Appeal Tribunal ruling has confirmed that anti-Zionist beliefs can qualify for protection as a philosophical belief under the Equality Act 2010.

Anti-Zionism is opposition to Zionism, a political movement that supports the establishment and ongoing existence of the State of Israel as a Jewish homeland. Anti-Zionist beliefs can range from opposition to the political ideology itself to specific aspects of the Israeli state, and they can vary widely among individuals.

This particular case involved former University of Bristol professor Dr David Miller, who was dismissed in 2021 following comments expressing his anti-Zionist views.

The Employment Appeal Tribunal upheld the original tribunal's finding that the specific beliefs held by Dr Miller met the legal test for a protected philosophical belief, and that his dismissal was influenced by the way he had manifested those beliefs.

The judgment also highlights an important point for employers: protection for a belief does not mean every way of expressing that belief is protected.

Employers may still need to consider the manner in which a belief is manifested, alongside legitimate workplace concerns and the rights of others.

Following on from our previous post, an employment tribunal has awarded former Goldman Sachs executive £1.45 million aft...
27/08/2026

Following on from our previous post, an employment tribunal has awarded former Goldman Sachs executive £1.45 million after finding he was unfairly dismissed and subjected to s*x discrimination following a period of parental leave.

Mr Reeves took six months of parental leave under the firm's policy after the birth of his second child.

Shortly before he was due to return to work, he was informed that his role had been selected for redundancy. Goldman Sachs argued the decision was based on business needs and his relative performance. However, the tribunal found the redundancy process was fundamentally unfair and that his parental leave had influenced the treatment he received.

When assessing compensation, the tribunal considered not only Mr Reeves' financial losses, but also the lasting impact the case had on his career. It found that the publicity surrounding the litigation had made it significantly harder for him to secure comparable employment, contributing to the substantial award.

The final compensation was reduced to reflect the tribunal's finding that there was a 50% chance he may have been made redundant fairly in any event.

Employees are legally protected from being treated unfavourably because they have taken, or plan to take, statutory pare...
25/08/2026

Employees are legally protected from being treated unfavourably because they have taken, or plan to take, statutory parental leave.

This means employers should not allow parental leave to influence decisions about promotion, performance management, redundancy, disciplinary action or dismissal. Any employment decisions should be based on fair, objective criteria and supported by clear evidence.

Where an employee believes they have been treated less favourably because they exercised their statutory right to take parental leave, they may have grounds to bring a claim in the Employment Tribunal.

For employers, it's important to ensure managers understand these protections and that workplace policies are applied consistently. Reviewing decisions carefully, documenting the reasons behind them and following fair procedures can help reduce legal risk while supporting a positive workplace culture.

Taking family leave should never place an employee at a disadvantage.

If you would like to know more about parental leave, or you would like to learn more about how we can support you, visit our website https://people.legal/ or email [email protected] to arrange a chat with a team member.

⭐️⭐️⭐️⭐️⭐️"Overall, I found [People Legal] very affordable for the amount of work that was put into my case. I was very ...
21/08/2026

⭐️⭐️⭐️⭐️⭐️

"Overall, I found [People Legal] very affordable for the amount of work that was put into my case. I was very impressed with the service I have received, and I would absolutely recommend this firm to anyone that requires employment related advice."

Great legal support should deliver real value as well as real results.

We are committed to providing expert employment law advice that is clear, practical and tailored to each client's circumstances. We understand that seeking legal support can feel like a significant decision, which is why we focus on delivering a service that clients feel is both worthwhile and effective. We also appreciate that legal services can be expensive and that employees who have either just lost or about to lose their jobs can feel the impact of such expensive more than others. That’s why we offer lower hourly rates than most law firms and consider various other funding options including fixed fees.

If you want to know more about our services, visit our website https://people.legal/ or email [email protected] to arrange a chat with a team member.

The debate around zero-hours contracts is increasing, with new figures highlighting the growing number of workers relyin...
20/08/2026

The debate around zero-hours contracts is increasing, with new figures highlighting the growing number of workers relying on them, while hospitality businesses warn that proposed reforms could create significant challenges for employers.

According to recent figures, there are now 1.24 million people on zero-hours contracts, with concerns that unpredictable shifts, last-minute cancellations and fluctuating pay are contributing to uncertainty for workers and making it difficult to plan their working lives.

The government is proposing changes designed to give workers greater certainty over their working patterns, including measures around guaranteed hours and reasonable notice of shifts and cancellations.

However, the hospitality sector has warned that these changes could have a significant impact on businesses where demand can fluctuate considerably. UKHospitality has raised concerns that greater restrictions on flexibility could increase costs and make it harder for businesses to respond to changing customer demand.

The challenge for policymakers will be finding the right balance between giving workers greater security and maintaining the flexibility businesses need to operate effectively.

With further consultation and changes ahead, businesses should be keeping a close eye on developments and considering how their current use of flexible working arrangements may need to adapt.

The other day we posted about an employer’s obligations to make reasonable adjustments. In this real life case, an emplo...
13/08/2026

The other day we posted about an employer’s obligations to make reasonable adjustments. In this real life case, an employment tribunal has ruled that Avon and Somerset Police failed to make reasonable adjustments for an employee with ADHD and subjected her to disability-related harassment.

Ms Vale worked as a Victim and Witness Care Officer and disclosed her ADHD diagnosis when she joined the organisation. She requested noise-cancelling headphones to help manage the impact of background noise on her concentration and ability to work effectively.

Despite raising the request on more than one occasion, the adjustment was not provided.

The tribunal heard that her manager did not refer the request to HR or occupational health, and concerns were later raised about the legitimacy of her diagnosis. The tribunal found that the force had failed to take reasonable steps to support her and that aspects of the treatment she received amounted to unlawful harassment.

Importantly, the tribunal concluded that the duty to consider and implement reasonable adjustments rests with the employer. The fact that an employee may have their own coping mechanisms or equipment does not remove that responsibility.

The tribunal awarded Ms Vale £15,124.65 for injury to feelings. They also awarded her net financial loss of £2,276.70 and an ACAS Uplift of 10% of £1,740.10, meaning her total award equated to £19,141.45.

When an employee requests a reasonable adjustment, employers should take the request seriously and consider it without d...
11/08/2026

When an employee requests a reasonable adjustment, employers should take the request seriously and consider it without delay.

The first step is to have an open conversation with the employee to understand how their condition affects them at work and what support they believe would help. Where appropriate, employers should seek advice from Occupational Health or another medical professional before deciding what adjustments are reasonable.

Reasonable adjustments will vary depending on the individual and their role, but could include changes to working practices, the provision of specialist equipment, flexible working arrangements or adjustments to the working environment.

Importantly, employers should not dismiss or overlook a request simply because an employee has found their own way of managing their condition. The legal duty to consider and implement reasonable adjustments, where appropriate, rests with the employer.

Taking a proactive and supportive approach not only helps employees perform at their best but can also reduce the risk of discrimination claims and foster a more inclusive workplace.

If you would like to know more about reasonable adjustments, or you would like to learn more about how we can support you, visit our website https://people.legal/ or email [email protected] to arrange a chat with a team member.

⭐️⭐️⭐️⭐️⭐️"I can't recommend Chris and his team enough. Really efficient and speedy response time. Exactly the support I...
06/08/2026

⭐️⭐️⭐️⭐️⭐️

"I can't recommend Chris and his team enough. Really efficient and speedy response time. Exactly the support I needed during an extremely stressful time!"

When a workplace issue arises, having the right support at the right time can truly make a difference.

Employment matters are often time-sensitive and emotionally challenging, so clear and practical advice delivered promptly and professionally is crucial. The goal is always to empower people to move forward with confidence even when things feel uncertain.

This could mean answering questions promptly, guiding clients through complex situations, or simply being there for reassurance. Ultimately, putting people first is our focus in everything we do.

If you want to know more about our services, visit our website https://people.legal/ or email [email protected] to arrange a chat with a team member.

Acas has launched a public consultation on a draft revised Code of Practice on disciplinary and grievance procedures, in...
04/08/2026

Acas has launched a public consultation on a draft revised Code of Practice on disciplinary and grievance procedures, inviting employers, employees, and other stakeholders to share their views on proposed updates.

The changes are intended to reflect wider reforms being introduced through the new Employment Rights Act 2025 and to encourage the early and fair resolution of workplace issues.

The draft Code places greater emphasis on resolving concerns at an early stage, improving communication throughout workplace processes, and ensuring disciplinary and grievance procedures remain fair, transparent, and proportionate.

While the core principles remain familiar, the updated guidance aims to help employers manage workplace disputes more effectively as employment law continues to evolve.

The Acas Code plays an important role in employment tribunal proceedings. Although a failure to follow the Code does not automatically make an employer liable, tribunals take it into account when considering relevant cases and can increase or reduce compensation by up to 25% where there has been an unreasonable failure to comply.

Address

81 Chapel Lane
Wilmslow
SK95JH

Opening Hours

Monday 8:30am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

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