Capsticks is the healthcare employment law firm of choice, with the largest dedicated employment team in this sector in the UK. Our lawyers have an unrivalled understanding of the working practices and legal rules that operate in the healthcare market. Because of our expertise in the healthcare sector, we have entered into a ground-breaking partnering arrangement with NHS Employers, who recognise the benefits of using Capsticks.
We advise clients at all levels, including the Department of Health, NHS Employers and the National Clinical Assessment Service, as well as a full range of acute trusts, mental health trusts, private healthcare providers and health and social care charities. As we don't have the steep learning curve that other non-specialised firms face when dealing with health and social care employers, we work comfortably and easily alongside your internal team from day one.
We regularly advise on ground-breaking national initiatives, including:
- Advising the Department of Health on how NHS Employers can improve workforce flexibilities in order to maximise productivity and avoid redundancies during the current economic downturn.
- Drafting the national statement on behalf of NHS Employers about the impact of the Stringer case (dealing with employees' holiday entitlement while on sick leave) on the NHS.
- Advising NHS London on the development of a model change management policy that promotes consistency and good practice among employers, and which has been adopted by many of the NHS bodies in London.
Our service includes helping you:
- to deal with disciplinary and appeal proceedings in such a way that you get things right first time and avoid costly mistakes,
- to promote equality in the workplace so as to avoid (or, at least, minimise) discrimination complaints,
- to handle employee-payment issues in an even-handed way,
- to promote effective staff management and good employment governance,
- to get the best from your workforce through a practical understanding of employment law rules,
- to establish family-friendly policies so as to improve employment relationships,
- to limit your exposure to adverse Employment Tribunal decisions,
- to tackle health and safety complaints efficiently,
- to strengthen your HR policy and HR support for your team,
- to achieve organisational change as smoothly as possible,
- to resolve complex pension and TUPE questions as effectively as possible.