Discrimination • Misconduct • Whistle-blowing
An overview of our practice
From advice to advocacy, a seamless, superior service.
We are a law firm recognised as leaders in the field of employment law in the Legal 500 and Chambers and Partners for 2022/23. Farore Law specialises in discrimination, whistle-blowing and misconduct inside the work place, partnerships, LLPs and academic institutions. The firm consists of a boutique, highly specialised, knowledgeable and responsive team, led by Suzanne McKie KC, with unrivalled experience and expertise in our specialist areas.
We represent individuals, companies, and other institutions in complex, high-value, and legally significant cases involving our specialist practice areas. We advise on both contentious and non-contentious matters, represent at mediations, and run litigation both in the High Court and employment tribunals, from the pre-litigation stage through to the final conclusion.
Many of our clients are senior executives who appreciate our sophisticated, commercial, pragmatic yet tenacious approach. We have particular experience in dealing with highly sensitive matters involving privacy, anonymity and restricted reporting. We are strongly placed to assist any person or institution who is dealing with an issue concerning discrimination or harassment, regardless of the circumstances and whether or not it relates to the workplace. We do not act for clients in standalone unfair dismissal cases, and only deal with cases of termination when discrimination and/or whistle-blowing is involved. We advise senior executives accused of misconduct and advise companies managing a disciplinary and investigation process involving executives.
We advise from the very start to the very end of the process, including pre-action stages and all aspects of the litigation process. Unlike other firms of lawyers, this also includes the provision of advocacy services. We undertake inquiries and produce investigation reports on behalf of companies, professional services firms and barristers’ chambers relating to misconduct, whistle-blowing, equal pay, the progression of women and all aspects of diversity. We provide mediation services in relation to disputes arising out of employment and partnerships. We also deal with ICGS matters arising out of workplace complaints in the House of Commons.
A percentage of the fees provided by our senior executive and corporate clients helps to fund our dedicated pro bono unit.
Farore Law can provide bespoke training aimed at the creation of better policies and practices within organisations, as well as enhancing attendees’ understanding of the impact of discrimination and harassment, and how to handle misconduct and whistle-blowing complaints.
Testimonials from Past Clients
If you are thinking about instructing Farore Law and would like to learn more about us before making a decision, we are able to introduce prospective clients to former clients who have offered to attest to the high quality of our work and level of client care. Please contact Suzanne McKie KC directly if this is an option you would like to explore.
Farore Law offers all prospective clients an initial telephone call with a Paralegal free of charge. Please note that this does not include the reading of any documentation.
We can use fixed fees or hourly rates, and will consider Conditional Fee Agreements or ‘No Win No Fee’ arrangements in exceptional cases. We accept debit and credit cards (including American Express via Worldpay secure payment) and BACS.
Farore Law will endeavour to provide you the best possible service. However, if you feel unsatisfied with our service for any reason you should let Suzanne McKie know as a first point of contact, in writing.
If we are unable to resolve your complaint you can contact the Legal Ombudsman who will assess your complaint independently. Before you take this step, you should have tried to resolve the complaint directly with us in the first instance, otherwise the Legal Ombudsman may be unable to assist you.
Making a complaint to the Legal Ombudsman must be:
– Within six months of receiving a final response to your
complaint from us, and
– No more than six years from the date of act/omission; and
– No more than three years from when you should reasonably
have known there was cause for complaint.
You can find contact details for the Legal Ombudsman here
If you have concerns related to misconduct, dishonesty, or a lack of integrity, for example, you should contact the Solicitors Regulation Authority which regulates the conduct of solicitors or law firms, as opposed to any issue about negligence.