Martin
Founder, strategy and audits
Writes every audit and takes every first call. On your account from day one, running growth for SMEs since 2010.
Web Design for Employment Law
Web Design for Employment Solicitors in the UK
Most employment firm websites make the HR director guess which side the firm is on. We build the site that says it on the first screen, explains how you defend a tribunal claim and how you charge, and asks for the company and the deadline.
For employer-side employment firms in the UK whose site needs to speak to the company, not the employee, and record where each enquiry came from.
What the site has to do for an employer-side firm
Context from how your customers search, compare and book.
The HR director with a claim form on the desk reads on a phone and decides in minutes. The first screen has to say that the firm acts for employers, the second has to name the kinds of matter it takes, and the third has to explain how it bills in GBP and who will take the call. A site built around solicitor profiles and a list of practice labels makes that reader do the work, and most of them leave.
Employee pages, if the firm keeps them, belong on their own path with their own form and their own tracking. An employer intake form asks for the company, the issue and the deadline. An employee form asks what happened. Mixing the two on one contact page is how a firm ends up with an inbox full of the wrong side and no idea which page produced the one good enquiry.
Every page is approved by the owner before it goes live, because the SRA rule that publicity must be accurate and not misleading applies to the website, and HeyLead holds no practising certificate and gives no legal advice. Where the firm publishes that it defends tribunal claims, the site carries the cost information the SRA Transparency Rules ask for, in the firm's own figures in GBP. The credentials page states only the regulator, accreditations and memberships the firm actually holds, and no page promises a result.
Who this web work suits
groups Customer segments
- person Firms whose homepage does not say which side they act for
- person Firms whose only contact form is a general one that employees fill in
- person Firms with an executive exit practice buried three clicks deep
- person Firms from London and Manchester to Birmingham, Leeds and Glasgow that need an office page for each city their solicitors are based in
psychology What drives their decision
- check_circle A first screen that says the firm acts for employers
- check_circle Practice, agreement, billing and credentials pages written for the HR director's question
- check_circle An employer intake form that asks for the company, the issue and the deadline
- check_circle Tracking that records which page and search produced each employer enquiry
How we deliver Web Design
A clear, repeatable process built around how employment law customers search and decide.
1
Audit and page map
We read the current site as an HR director would, note where the side the firm acts for is unclear, where employee and employer paths mix and where forms fail, and agree a page map with the owner.
2
Copy the owner approves
Plain pages for each kind of claim the firm defends and each kind of agreement it drafts, a billing page in GBP and a credentials page with only what the firm holds. Every page is approved by the owner before design starts.
3
Design for the phone
A first screen that states the side, large tap targets for the phone number and the intake button, compressed images and trimmed scripts so the page loads on a phone between meetings.
4
Intake and tracking
An employer form that asks for the company, the issue and the deadline, an employee form on its own path if the firm wants one, and call and form tracking that records the page and the search behind each enquiry.
5
Launch and first month review
We launch, test every form and call path, and review the first month of enquiries by page with the owner to see which pages need clearer answers and which can be added next.
web
What Employment Law Web Design includes
Pages that make it easy to understand the offer and take the next step in the UK
- check_circle Audit and page map
- check_circle Practice, agreement, billing and credentials copy
- check_circle Phone-first design and build
- check_circle Employer intake form and tracking
- check_circle First month review
What you can expect
- verified The first screen says the firm acts for employers
- verified The practice page answers how you defend a tribunal claim before the call
- verified The billing page explains how you bill in GBP, with no promised result
- verified Employer and employee enquiries arrive on separate lines
- verified Every enquiry is tagged with the page and search behind it
- verified Credentials on the site match what the firm holds
Deliverables you receive
inventory_2 Page map agreed with the owner
inventory_2 Practice, agreement, billing and credentials pages approved before design
inventory_2 A phone-first design with the side the firm acts for on the first screen
inventory_2 Employer intake form with employee forms kept on their own path
inventory_2 Call and form tracking by page and search
inventory_2 First month review of enquiries by page
Technical approach
The mechanics behind Web Design for employment law, explained plainly.
Speed and mobile
Compressed images, trimmed scripts and server caching so the practice page loads quickly on a phone. Forms submit on the first try and the phone number is a tap target on every page.
Structured data
Legal service structured data with the firm's name, address, phone and areas served, kept identical across the site, the Business Profile and directories.
Tracking and privacy
Calls and forms are tracked by page and search without any client or employee detail leaving the firm. Employee forms, if kept, record to a separate goal.
What a Employment Law website costs
Employment Law web design starts at £2,000. Scope depends on how many pages and features you need, and we agree it with you after seeing your current site.
What's included
Key pages and layout
IncludedThe pages customers need to decide, laid out for phones first, with proof and a clear next step.
Forms, calls and tracking
IncludedForms and call buttons that work on every phone, with each request tracked to its source.
Speed and launch checks
IncludedImage, speed and mobile checks before launch, and a short list of fixes afterwards.
Larger builds, such as online shops or booking systems, are scoped after discovery. Talk to us for a fit.
What to expect from a rebuild
A rebuild takes a few weeks to plan, write and build, and the first month after launch shows which pages earn employer enquiries.
Weeks 1 to 2
Audit, page map and copy for the owner to approve. Nothing is designed until the words are right.
Weeks 3 to 6
Design, build, intake forms and tracking. The owner reviews each page on a phone before launch.
Month 2 and beyond
The first month of enquiries by page shows which answers work. We add pages for the kinds of matter that produced enquiries and clarify the ones that did not. We do not promise a number of matters.
Other Employment Law marketing services
Our team
The same people on the audit and on the work
Martin writes every audit and takes the first call. The same team stays on the account. 160+ businesses since 2010.
Yoana
Social and app development
Shapes social strategy and builds practical app experiences that turn attention into action.
Mike
SEO
Owns technical, local and content SEO so the right buyers find you when demand is highest.
Robert
Paid media
Plans and manages paid search and social campaigns around qualified leads.
Elmer
Analytics
Connects tracking, attribution and reporting so decisions are based on revenue-quality data.
Dino
Design
Creates clear brand and conversion-focused design across landing pages, campaigns and product experiences.
Certified and experienced
Certified where it matters. Accountable for the outcome.
Verified platform knowledge, 25+ years of hands-on experience, and an operating track record since 2010.
Google AdsCertified
✓Google AnalyticsCertified
✓Google Tag ManagerCertified
✓Operating since 2010Proven experience
✓Frequently Asked Questions
Should the site say which side we act for? expand_more
Yes, on the first screen. An HR director who has to guess leaves. A firm that takes both employer and employee work can say so, with each side on its own path and its own form.
Should the site show fees? expand_more
A billing page that explains how the firm bills, whether hourly, flat fee or retainer, using the rates the owner sets in GBP. It does not need to quote a rate, but it should remove the fear that fees are a secret.
Who approves the copy? expand_more
The owner, before design starts and again before launch. The SRA rule that publicity must be accurate and not misleading applies to the website, and HeyLead holds no practising certificate and gives no legal advice.
Can you build on our existing site? expand_more
Often, yes. If the platform is sound we rewrite the pages, fix the intake path and add tracking. If it is slow or locked, we rebuild. The audit tells us which.
How long does a rebuild take? expand_more
A few weeks to plan, write and build, with the owner approving copy and reviewing pages on a phone before launch. The first month after launch shows which pages earn employer enquiries.
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