At Omny Law, we’re trusted advisors to companies and SMEs across the UK.
That unique vantage point gives us deep insight into how businesses operate, and how senior professionals can best protect their position when challenges arise.
Whether you’re negotiating an exit, facing a board-level dispute, or navigating a redundancy situation, we provide commercially astute, discreet legal support.
Why Executives Choose Us
We know both sides
With a primary focus on employers, we understand the strategies businesses use – and how to counter them effectively.
Tailored to your role
We support C-suite, directors, partners and senior professionals with issues including exit terms, restrictive covenants, and reputational risk.
Discretion and clarity
We work quickly, confidentially, and with a focus on your goals, whether that’s maximising compensation, preserving your reputation, or avoiding litigation.
Areas of Expertise
Don’t sign anything without legal advice. At executive level, settlement terms can impact your bonus, shares, LTIPs, reputation, and future career moves. We review agreements quickly, advise you on your rights and leverage, and negotiate improvements where needed.
We are experienced in guiding senior executives in these area and will advise the best ways to maximise your exit package, while preservation relations and reputation.
Absolutely. Executive exits are generally a negotiation, and everyone will have different priorities, depending on their future plans. With the right approach, we often secure enhanced financial packages, extended notice periods, favourable announcements, and limitations on restrictive covenants.
Senior exits are often dressed up as “mutual” when they’re anything but. If you’re being marginalised, sidelined, or pressured to resign, you may have claims for breach of contract, constructive dismissal. Early legal advice gives you the power to respond commercially, and be in the best position to secure a generous package.
They can be, especially at senior levels. But they’re not always drafted properly or reasonably. We will review your contract and advise whether your restrictions are likely to hold up, and whether they can be challenged, negotiated, or amended without breaching obligations.
ACAS has recently published its long-awaited guidance for employers to help their understanding of their obligations in relation to neurodiverse employees, to increase awareness and to encourage “neuroinclusive” workplaces.
April 2025 marks several key employment law changes, from significant increases to the National Minimum Wage to new rights for neonatal leave and pay.
The government has proposed a number of significant amendments to the Employment Rights Bill (ERB) the landmark legislation that is intended to increase productivity, improve job security, and foster long-term economic growth.
Each month we will be asking a question on a hot topic to one of our employment specialists. This month, Tessa Robinson, Legal Director, considers the legal implications when an employee in receipt of PHI benefits becomes fit enough to return to work.
Court of Appeal Confirms Gender Recognition Act 2004 Does Not Recognise Foreign-Acquired Non-Binary Status
Failing to disclose full details about a previous dismissal in an application form can result in a fair dismissal – Easton v Secretary of State for the Home Department (Border Force) [2025] EAT 15
Removal of the cap for sponsor licence application priority services – now an unlimited service!
By nature, a zero hours contract means that the employee is not guaranteed any work or a set number of hours per week or per month.
Contracts can come in various forms – one of which is for a fixed term. This means that an individual is employed for a set amount of time which terminates on a specified date or after a fixed period.
Thomas Fuller, Associate, considers the consequences of not complying with the collective consultation provisions under the Trade Union and Labour Relations (Consolidation) Act 1992.
"I have worked with Omny for many years and I have found that they never rest on their laurels and constantly strive to work in partnership with us to ensure that their advice reflects our commercial ethos and approach to human resources and risk management.”
“We have engaged Omny on a number of occasions since December 2011 to provide us with legal and HR services covering a variety of issues. On each of these matters, we have found Omny to be detailed and robust in the handling of the matters. They were not risk adverse to support us in taking a calculated approach. The advice that we have received has been detailed and robust and has assisted our managers in handling situations confidently.”
"Chloe is fantastic! She is always there for us, nothing is ever too much trouble and she goes above and beyond all the time. I know she is really busy but she always gets back to us promptly. Because she visits us regularly for the training updates, I feel she really understands the business and also the capabilities of the team. She has become a real trusted help to us all."
“We see Omny as members of our team as we are all on the same side. We have a great working relationship where roles and rules don’t get in the way of getting the job done. They have always been fun and very easy to get on with.”
"Always prompt, well informed and to the point in communication and action, you had my back at every stage and your advice was always in my best interests."
