People and work
Make workplace decisions that can withstand scrutiny.
Practical employment advice, contracts, HR documentation and dispute support for employers and employees in Kenya.
01Written scope before work begins
02Indicative fees or pricing factors explained
03Digital-first document handling
04A clear response within one business day
Recognise the moment
This may be the right route if…
Start with the situation, not the legal label. We will confirm the correct scope after reviewing the basic record.
The team has outgrown informal arrangements
Contracts, policies, leave, performance and management decisions need a consistent legal foundation.
A difficult decision is approaching
You are considering discipline, redundancy, termination or a change to employment terms.
A dispute has already started
A demand, complaint, investigation or court claim requires a documented response strategy.
Interactive diagnostic / about 2 minutes
Workplace readiness check
Answer three practical questions. The result is indicative guidance, not legal advice, and nothing is submitted.
Your indicative route
What we can take responsibility for
Scope, deliverables and fee clarity.
These are starting points rather than packages forced onto every matter. Third-party costs and final scope are confirmed separately in writing.
Employment documentation
- Contracts or policy review
- Priority compliance corrections
- Implementation notes
Decision support
- Facts and process review
- Required notices or meeting documents
- Risk-managed decision route
Employment dispute support
- Claim and evidence assessment
- Response or negotiation strategy
- Representation within agreed scope
Professional fees exclude VAT and official or third-party disbursements unless the written quote states otherwise.
A visible working relationship
Know what happens on both sides.
The process changes with the matter. The responsibility to keep the route visible does not.
- 01
Understand the employment record
YouShare the contract, policies, correspondence and key dates.
HTLAWe separate the legal issue from the workplace assumptions around it.
- 02
Choose a fair process
YouConfirm the operational objective and constraints.
HTLAWe identify the required procedure, documents and decision risks.
- 03
Document the outcome
YouFollow the agreed steps and keep the record complete.
HTLAWe prepare or review communications and support implementation or resolution.
Representative engagement
A performance issue is becoming a termination decision
- Situation
- Management is frustrated, but expectations, warnings and the employee’s response are not consistently documented.
- Legal route
- Pause the outcome, reconstruct the record and follow an appropriate performance or disciplinary process.
- Safeguard
- A genuine concern still needs a fair and provable process.
Before you instruct
Practical questions.
Clear answers help you decide whether to share documents, book advice or continue researching.
01Can you review our employment contracts and policies?
Yes. We scope the review by workforce, document set and the operational risks you need the documents to address.
02Should we obtain advice before terminating an employee?
Early advice is usually safer because the process, evidence and communication can matter as much as the underlying reason.
03Do you act for employees as well as employers?
Yes, subject to conflicts and the merits and scope of the matter.
04Can you assist with an urgent demand or court deadline?
Yes, where capacity and conflict checks allow. Send the document and deadline immediately so urgency can be assessed.
Choose the level of commitment
Move from uncertainty to a scoped next step.
Information on this page is general guidance and does not create an advocate-client relationship. Formal advice begins only after conflict checks and written engagement.