Clear, commercial advice on contracts, people issues, exits and workplace risk.
At DiscaLegal, we don’t just advise, we understand. You get direct access to an experienced employment lawyer who works with founders, managers and in-house teams to help you stay compliant, handle HR issues, and grow confidently.
At DiscaLegal, we offer practical, accessible advice with your growth in mind.
For founders, managers and HR teams who want to stay compliant and build strong teams.
If your job, pay or position is at risk, early advice makes a difference.
We specialise in supporting startups, scale-ups, and independent professionals.
No jargon, just clear guidance and commercial outcomes.
Fixed-fee and subscription options designed for small business budgets.
Direct access to an experienced employment lawyer, with practical advice tailored to your business.
Let us help you navigate legal complexity with clarity, confidence, and a focus on your growth.
Employment lawyer and founder
A trusted employment lawyer with over a decade of experience, Dipo has advised global companies across tech, energy, and finance.
He supports clients with employment disputes, executive exits, policy reviews, and sensitive workplace investigations.
Known for his clarity, calm approach, and commercial mindset, Dipo helps founders, directors, and HR teams manage risk and make confident decisions.
Use the form to get in touch and arrange an initial call to discuss your situation.
We will use this no-obligation, fully confidential initial call to learn more about your case and help you understand your options going forward.
At a minimum, employers need to provide employees with a written statement setting out the key terms of their employment. Depending on the role and business, it is usually sensible to have a properly drafted employment contract together with appropriate workplace policies covering matters such as absence, disciplinary and grievance procedures, data protection and homeworking. We can help you put the right documents in place from the outset.
Yes, provided the employment contract or probation arrangements allow for an extension and it is handled properly. The employee should normally be told about the extension before the original probation period expires, with the reasons, revised timeframe and expectations confirmed in writing. Care should also be taken where absence, disability or family-related leave may be relevant.
Probation does not remove an employee’s legal rights. Employers should still follow a fair and reasonable process, identify the reason for dismissal, consider any relevant discrimination, whistleblowing or other legal risks, and give the correct notice. We can advise on the appropriate process and help reduce the risk of claims.
There is no general legal requirement for every employer to have a staff handbook, but it is often a sensible way of setting out workplace rules and procedures consistently. A handbook can cover areas such as sickness absence, disciplinary and grievance procedures, data protection, equal opportunities, flexible working and homeworking, while keeping many of those policies separate from the contractual terms of employment.
Commission arrangements should be clear about how commission is earned, what revenue or sales qualify, when payment is made, what happens if a client does not pay or receives a refund, and what happens to commission when employment ends. Where commission forms part of the employee’s contractual remuneration, the wording should be carefully drafted to reduce uncertainty and disputes.
Yes. We support SMEs, founders and HR teams with employment-law issues as they arise, from contracts and policies to performance management, grievances, disciplinaries, restructures and exits. This gives businesses access to experienced employment-law support without the cost of employing an in-house lawyer.
We aim to respond promptly and will let you know at the outset what information we need, likely timescales and the next steps.