Employment law can affect almost every stage of working life, from signing an employment contract to dealing with workplace disputes. But what does it actually look like from a lawyer’s perspective?
We spoke to Natalie Peacock, Employment and Litigation Lawyer at Rogers & Norton, to find out what drew her to the area, what her day-to-day work looks like and what aspiring employment lawyers should know.
What Actually Counts as Employment Law?
Natalie described employment law as regulating the relationship between employers and employees. She explained that her work can start with something as simple as drafting an employment contract or workplace policy, but can also involve advising when things go wrong, such as misconduct, discrimination or a dispute.
What I found interesting was how employment law can sit across the entire working relationship. An employment lawyer is not necessarily brought in once a problem has already happened; they can also help employers put the right arrangements in place from the beginning.
Why Choose Employment Law?
Natalie was drawn to employment law because of the variety of issues it covers. She explained that this keeps the work interesting, rather than becoming monotonous.
That variety means an employment lawyer can work across very different issues, from contractual disputes and workplace investigations to harassment and dismissal claims. For Natalie, it is this range that keeps the area interesting.
Do Employment Lawyers Really Spend All Day in Court?
Each day as an employment lawyer is different. Natalie explained that her work can range from office-based work and client meetings to attending hearings. A typical day might involve drafting documents, reviewing evidence, liaising with opponents, advising clients or preparing for a hearing.
The most common issues she deals with are workplace disputes, particularly misconduct and harassment. However, one of the biggest misconceptions about her role is that employment lawyers spend most of their time in court. Natalie explained that hearings are relatively infrequent, with much of her time instead spent negotiating with the other side and trying to find a practical solution for her client before a matter reaches a final hearing.
What Makes Employment Law Rewarding?
For Natalie, one of the most rewarding parts of employment law is achieving a positive outcome for her client. She also enjoys being able to provide practical advice to employers that can help prevent future disputes.
That practical focus runs through much of her work. It is not just about dealing with a dispute once it has happened, but helping clients understand what they can do to avoid facing the same problem again.
What Changes Are Coming to Employment Law?
Natalie highlighted the Employment Rights Act 2025 as an important development for both employers and employees to keep up with. Several of its reforms are being introduced in stages, including changes to statutory sick pay and the time available to bring an Employment Tribunal claim.
She also pointed to changes coming in January 2027 to unfair dismissal protection. The qualifying period is expected to fall from two years to six months, meaning employees will gain protection much earlier in their employment.
Other reforms will strengthen protections for trade union representatives and place further obligations on employers to prevent sexual harassment and third-party harassment in the workplace.
Can Your Employer Monitor What You Do at Work?
Workplace monitoring and surveillance are becoming increasingly common. Natalie explained that employers can monitor staff activity through measures such as CCTV and vehicle tracking, as well as monitoring keyboard activity, work emails and messages.
However, employers must inform their workforce that monitoring is taking place. The monitoring should not be excessive and must have a justifiable and legitimate purpose.
Employers should also avoid covert monitoring or monitoring staff in areas where they are entitled to privacy.
Do Employment Lawyers Only Represent Companies?
Another misconception Natalie highlighted is that employment lawyers only represent employers, particularly large corporate businesses. In reality, the majority of her work involves advising employees on their rights.
This was another interesting aspect of Natalie’s role. Employment lawyers can work with clients on either side of the employment relationship, meaning the same area of law can involve very different client objectives and circumstances.
What Skills Do You Really Need to Be an Employment Lawyer?
For anyone considering employment law, Natalie emphasised that it is a fast-paced area where attention to detail is vital, particularly when advising on contractual disputes. Strong communication and negotiation skills are also important, but she identified one skill in particular: being able to understand what the client actually wants and find a practical solution.
That can be particularly important because employment disputes can be emotional for both employees and employers. Natalie explained that lawyers need to provide empathetic support while still helping clients manage the legal and commercial risks involved.
Final Thoughts
Natalie’s experience shows that employment law is about more than simply dealing with workplace disputes. Her work can range from drafting contracts and advising on policies to negotiating tribunal matters and supporting employees with their rights.
What I found most interesting from our conversation was the balance between the legal and human sides of the work. Employment lawyers need to understand the law, but they also need to understand what their client wants, communicate clearly and find a practical way forward when the issues involved can be highly personal.