We provide ongoing employment law and HR support to employers on a fixed-fee basis. Our role is not just to explain the law, but to apply it to your specific facts, workforce, and risk profile, and then guide you toward clear, defensible decisions.

Traditional employment lawyers tend to work reactively and charge by the hour. Advice is often technical, case-law driven, and disconnected from commercial reality.

Lomond Legal works as an extension of your business. We focus on judgment, clarity, and risk management, not just legal theory. Our advice is practical, commercially grounded, and designed to prevent escalation.

Many HR consultancies focus on process and compliance, but stop short of legal accountability.

Lomond Legal combines HR strategy with employment law expertise. We advise with litigation risk in mind and support employers through high-risk situations where HR and legal considerations overlap.

Employment law is highly fact-specific, jurisdiction-dependent, and full of exceptions. Two situations that look similar on the surface can have very different legal outcomes.

Online advice, social media posts, and anecdotal examples often oversimplify this reality. Our value lies in understanding how the law is likely to be applied to your specific circumstances.

Generic guidance rarely accounts for your workforce, your documentation, your history, or your risk exposure.

What worked for another business may be inappropriate or high-risk for yours. We help employers avoid costly decisions based on incomplete or misleading information.

No. In fact, most of our work is preventative.

We are most effective when involved early, before issues escalate into grievances, disciplinary disputes, or claims. Early intervention reduces risk, cost, and disruption.

Risk reduction means identifying patterns, behaviours, and structural weaknesses that commonly lead to claims, and addressing them before they escalate.

This includes guidance on decision-making, documentation, manager conduct, and timing, not just compliance checklists.

Employers delay calling for support because of cost uncertainty, allowing small issues to grow into major problems.

Our fixed-fee model removes that barrier. Clients can involve us early, make better decisions, and avoid unnecessary disputes.

Our fixed-fee support covers day-to-day employment law advice, HR guidance, and support through high-risk situations such as disciplinaries, grievances, restructures, and exits.

There are no surprise invoices for picking up the phone or asking questions.

Both.

We support SMEs that need senior-level employment law guidance without building an in-house function, and larger employers that want an external partner to support internal HR teams and reduce litigation exposure.

Yes.

Part of our value is advising when a position is defensible but commercially unwise. We help clients distinguish between what can be defended in theory and what makes sense in practice.

No. We complement them.

We work alongside internal teams, providing legal judgment, external perspective, and additional capacity where needed.

Clients consistently value:

• Clear, decisive advice

• Reduced uncertainty around people decisions

• Early intervention and escalation control

• Cost predictability

• Support that reflects real-world business pressures