Websites for solicitors

Employment law website design with one route for employees and another for employers

Raise The Bar Websites designs websites for employment law firms with two clear routes: one for employees facing dismissal or discrimination, and one for employers and HR teams. Each route has its own pages, tone and SRA price information. Builds start at £1,995.

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Why does an employment website need two front doors?

	Employee	Employer
Mood	Shocked, angry, worried about money	Busy, risk-focused, wants it handled
First question	"Do I have a case, and what will it cost?"	"What is our exposure and how fast can you help?"
Searches	"unfair dismissal solicitor", "settlement agreement review"	"employment law for employers", "HR solicitor"
Buys on	Price, speed, a reassuring first call	Expertise, sector knowledge, responsiveness
SRA price page	Employee tribunal claims for unfair or wrongful dismissal	Defending those same claims

Putting both on one generic "Employment law" page satisfies neither.

What does an employment website need?

Employee pages:

unfair dismissal, constructive dismissal, discrimination, redundancy, settlement agreements, whistleblowing

Employer pages:

contracts and handbooks, disciplinary and grievance, redundancy processes, tribunal defence, HR retainer

SRA price pages

for tribunal claims on both sides

A clear note on time limits and ACAS early conciliation,

dated and checked

A settlement agreement page,

one of the most searched employment topics

Fast routes

on the employee side: click-to-call and a short form

What should the home page of an employment firm do?

Split the visitor in one click. Two clear buttons, "I'm an employee" and "I'm an employer", each leading to its own section with its own tone, price information and contact route. An employee in shock wants reassurance and a fast first conversation. An HR director wants evidence that you have handled their kind of problem before and will respond quickly.

Which employment pages bring in the most enquiries?

Employee side	Employer side
Settlement agreements	Disciplinary and grievance support
Unfair dismissal	Redundancy processes
Constructive dismissal	Defending tribunal claims
Discrimination	Contracts and handbooks
Redundancy	HR retainer services

Each one should answer the client's question in the first sentence, explain the likely cost, and make the next step obvious.

What does it cost?

Group

From £7,500

Multi-office firms and firms with 20+ fee earners

Live in 3 to 6 weeks

Practice

From £3,995

Firms with several practice areas and teams

Live in 2 to 4 weeks

Starter

From £1,995

Sole practitioners and single practice-area firms

Live in 2 to 3 weeks

Hosting and care: £65 a month, rolling, 30 days' notice. Quotes are held for seven days.

What do law firms say about our work?

A Professional Website Designed to Convert
“Our new website presents our practice areas beautifully, introduces our solicitors and makes it straightforward for potential clients to arrange a consultation. Every detail feels carefully considered, from the navigation and mobile experience to the enquiry forms.”
Michael, Commercial Law Partner, London

Professional From Start to Finish
“The entire process was seamless. They took the time to understand our firm, our specialist practice areas and the types of clients we wanted to attract. The finished website looks exceptional, works brilliantly across devices and gives us a much stronger online presence.”
Emma, Legal Practice Director, Kent

These reviews were given to the team behind Raise The Bar Websites, WDL Digital Ltd, for law firm website and visibility work carried out before this brand launched. Published as written, with permission. All reviews

Frequently asked questions

Which employment services need published prices?

Under the SRA Transparency Rules, advice and representation for employees bringing employment tribunal claims for unfair or wrongful dismissal is listed, and so is advice and representation for employers defending those claims.

Should employee and employer work be on the same website?

Yes, but with completely separate routes. An employee who has just been dismissed and an HR director defending a claim want different things, and they should never land on each other's pages.

How do we show the urgency of tribunal time limits?

State clearly on employee pages that strict time limits apply and that ACAS early conciliation usually comes first, then make it very easy to get in touch. Avoid scare tactics, and keep the stated limits accurate and dated, because they can change.

Should we publish a fixed fee for settlement agreements?

Many firms do, because employers often contribute towards the employee's legal costs. A clear page explaining that is one of the most searched pages on an employment site.

Do employment firms suit Google Ads?

Employee-side work often does, because of the urgency. Employer-side work usually comes from referrals, LinkedIn and search over a longer cycle.

Get a fixed quote for your firm

Tell us about your firm in one short form. A fixed written quote within one working day, held for seven days. No calls needed unless you want one.

Employment law website design with one route for employees and another for employers

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