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Case Studies


Coates & Co were able to help an established company with the next phase of growing its business when it won a large car rental contract.

A national car rental business out-sourced its fleet management requirements. Our client won the business and over 100 employees transferred with the contract.

We advised on the inherited costs and liabilities to enable our client to win the work at the right price, as well as plans to transfer most of the work to its head office. We also advised on all aspects of the TUPE consultation process as well as discussions with the out-going business over redundancies. We drafted the letters and emails our client needed and vetted the new contract.

Our client was able to grow its business successfully in a way that kept costs and risk to a minimum.


Coates & Co provided all the necessary legal documents to ensure a successful retailer was compliant with current employment legislation.

The owner of our client company planned to raise capital against the business, or perhaps sell if he could find the right buyer.  He knew any prospective investor or buyer would want to know all about the business, but for years he had been too busy to deal with some of the risks a growing business faces: none of the employees had contracts; there were no policies in place to deal with employee complaints or disciplinary action; there was no staff handbook to deal with equal opportunities, data protection, parental or maternity rights.

For a fixed fee we were able to draft the bespoke contracts and staff policies he needed and help with rolling them out.  The staff now feel more secure and the business is in better shape for the future.  We have agreed an annual retainer that provides for all his employment needs and allows him to concentrate on the business.


Coates and Co advised the Commercial Director of a national company and ensured a favourable settlement agreement when his employment was terminated.

Our client’s position was terminated after many years.  We advised him of his rights in this situation and how his benefits package, bonuses, share options and pension should be reflected in his severance package.  We discussed the compensation he was entitled to and the best way to negotiate his departure.  We were able to agree the ongoing use of the company car and a relaxation of his post-employment restrictions.

The settlement agreement he was asked to sign was tailored by us to reflect the things he still needed; a good reference; his mobile number and mutual confidentiality; all of which gave him the best chance of furthering his career elsewhere.

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