Thrive Law

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Thrive Law Award winning law firm, where people matter. Specialising in HR and employment law.

16/10/2026

That’s a wrap!

Our 2026 Thrive Law “Work In Progress” is over!! 💙

A HUGE thank you to our incredible speakers today 🎤
You made this day what it was.
We are so grateful. 💚




raghwani

Leigh Staunton


And to our brilliant sponsors, we could not have done this without you.
THANK YOU 🌟
forward

Staywell




And finally, to YOU. Every single person who joined us today. Thank you for being in the room. 🩵

More photos to come soon, thanks to .ph 📸

Videos to come soon on each workshop, the panel and each law update - stay tuned…

We are LIVE at Thomacon 2026! 🥳💜 Our virtual stand is up and looking incredible, come and find us!  Whether you want to ...
15/10/2026

We are LIVE at Thomacon 2026! 🥳💜
 
Our virtual stand is up and looking incredible, come and find us! 
 
Whether you want to ask a question, grab our free Reasonable Adjustments Toolkit, or just say hello - we would love to see you there. 👋
 
And with 7 other brilliant stands to explore too, there is so much to see today. 🙌

Thomas | HR & People Insights

Employers rate their own “neurodivergent readiness” at 70-75%.Only 32-38% of neurodivergent staff feel safe enough to ac...
13/08/2026

Employers rate their own “neurodivergent readiness” at 70-75%.

Only 32-38% of neurodivergent staff feel safe enough to actually tell them.
That gap is the story of the moment.

In the last three months we’ve taken more neurodivergent-related enquiries than at any point in my career. The numbers back it up - 517 employment tribunal cases mentioned neurodivergence in 2025, up from 265 in 2020.

But it’s rarely malice. Employers who end up in front of a judge are seldom villains. They asked an employee to “prove” a diagnosis when that’s not what the law requires. They ran a performance process never built for a brain that works differently. They moved to manage someone out over “attitude” without asking if a disability was in play. Any of that can end in a discrimination claim.

A Lidl manager with ADHD was awarded £45,000+ after a tribunal found his diagnosis hadn’t been properly taken into account. Greene King failed to make reasonable adjustments for a dyslexic chef who’d asked for a headset. The Government’s own taskforce estimates unsupported ADHD costs the UK economy £17bn a year.

To be fair to employers, the fear is often genuine. A reasonable adjustment isn’t whatever the employee asks for - it’s about helping someone perform to their potential, not granting every request.
The best businesses I work with treat this as a design question, not a problem to manage. They don’t wait to be asked. Flexible hours, quiet space, clear written instructions - most of it costs little or nothing, and benefits everyone.

Inclusion can’t be performative. A wellbeing poster and good intentions aren’t a strategy. Structure is.
Awareness was the easy part. What we do next is the test.

📖 Read my full piece in the Yorkshire Post - link in bio.

Where does your organisation sit - closer to the 70% or the 30%? Do you even know? Genuinely curious.

Employers rate their own “neurodivergent readiness” at 70-75%.Only 32-38% of neurodivergent staff feel safe enough to ac...
13/08/2026

Employers rate their own “neurodivergent readiness” at 70-75%.

Only 32-38% of neurodivergent staff feel safe enough to actually tell them.
That gap is the story of the moment.

In the last three months we’ve taken more neurodivergent-related enquiries than at any point in my career. The numbers back it up - 517 employment tribunal cases mentioned neurodivergence in 2025, up from 265 in 2020.

But it’s rarely malice. Employers who end up in front of a judge are seldom villains. They asked an employee to “prove” a diagnosis when that’s not what the law requires. They ran a performance process never built for a brain that works differently. They moved to manage someone out over “attitude” without asking if a disability was in play. Any of that can end in a discrimination claim.

A Lidl manager with ADHD was awarded £45,000+ after a tribunal found his diagnosis hadn’t been properly taken into account. Greene King failed to make reasonable adjustments for a dyslexic chef who’d asked for a headset. The Government’s own taskforce estimates unsupported ADHD costs the UK economy £17bn a year.

To be fair to employers, the fear is often genuine. A reasonable adjustment isn’t whatever the employee asks for - it’s about helping someone perform to their potential, not granting every request.
The best businesses I work with treat this as a design question, not a problem to manage. They don’t wait to be asked. Flexible hours, quiet space, clear written instructions - most of it costs little or nothing, and benefits everyone.

Inclusion can’t be performative. A wellbeing poster and good intentions aren’t a strategy. Structure is.
Awareness was the easy part. What we do next is the test.

📖 Read my full piece in the Yorkshire Post - link in bio.

Drop a comment or send us a DM!

Where does your organisation sit - closer to the 70% or the 30%? Do you even know? Genuinely curious.

🚨£4.5 MILLION Tribunal award🚨The Wright-Turner case is a huge reminder that:⚖️Disability discrimination laws apply from ...
30/07/2026

🚨£4.5 MILLION Tribunal award🚨

The Wright-Turner case is a huge reminder that:
⚖️Disability discrimination laws apply from DAY ONE
⚖️Probation periods are NOT risk-free
⚖️Workplace culture matters

The Tribunal found:
❌Disability discrimination
❌Harassment related to ADHD
❌Inadequate consideration of reasonable adjustments
❌Backdated dismissal letters

This wasn’t just about process failures.

It was about how a person was treated💜

At Thrive Law, we help businesses create workplaces where people genuinely thrive✨

📖Read the full blog via the link in bio.

A woman disclosed her autism diagnosis after receiving a job offer.Weeks later, the offer was withdrawn.She took the cas...
24/07/2026

A woman disclosed her autism diagnosis after receiving a job offer.

Weeks later, the offer was withdrawn.

She took the case to tribunal herself and won over ÂŁ100,000
⚖️

The Employment Tribunal found serious failings in how the employer handled the disclosure, including:
• Ignoring occupational health recommendations
• Failing to acknowledge her disclosure email 📩
• Giving reasons for withdrawal that contradicted their own evidence

This case is an important reminder for every employer Disability inclusion is not just a policy.

It is how people are treated when disclosure happens.

Read the full blog via the link in bio 🔗

Follow us for more case summaries and employment law updates every week👆

With the World Cup final just days away, football is on everyone’s mind.But this week we have covered a case that shows ...
16/07/2026

With the World Cup final just days away, football is on everyone’s mind.

But this week we have covered a case that shows the game has some serious lessons to learn off the pitch too. ⚽️🏆

We have covered Gothberg v Lazio Women, a landmark case about pregnancy discrimination, verbal contracts and what happens when a club tries to pretend a deal never existed.
The lessons go way beyond sport.

Full breakdown on the blog, link in bio 🔗
Follow us for more case summaries and employment law updates every week 👆

A Neurodiversity Plan that never reached the right manager. An autistic employee left unable to leave his bedroom for mo...
09/07/2026

A Neurodiversity Plan that never reached the right manager. An autistic employee left unable to leave his bedroom for months. A ÂŁ25,412 Tribunal award.

This Disability Pride Month we have covered Halstead v JD
Wetherspoons, and the lessons every employer needs to hear.

Full case breakdown on the blog and don’t forget to check out our reasonable adjustments guide while you’re there, link in bio 🔗

Follow us for more case summaries and employment law updates every week.

Today we celebrate 8 years of Thrive Law!! 🎉 Over the past eight years, Thrive Law has grown from an ambitious vision in...
01/03/2026

Today we celebrate 8 years of Thrive Law!! 🎉
 
Over the past eight years, Thrive Law has grown from an ambitious vision into a thriving, purpose-driven business dedicated to creating healthier, happier and inclusive workplaces. 🙌
 
📈Our journey has been filled with incredible milestones and memories.
 
In this time we have:
⭐ Grown from 1 person to a team of 20 (and still growing)
⭐ Expanded into new office spaces as we’ve continued to scale
⭐Celebrated 3 Thrive babies
⭐Hosted an array of Thrive events bringing together thousands of progressive leaders
⭐Enjoyed countless karaoke nights (IYKYK)
⭐Won over 25 awards!!
⭐Created lasting memories through team socials, events, meetings and trips
⭐Received hundreds of five-star Google reviews
⭐Supported thousands of clients
⭐Trained hundreds of Mental Health First Aiders
⭐Provided over 20 work experience and placement opportunities
⭐Been cited as a case study by ACAS and the SRA for our pioneering approach to workplace mental health and neuro inclusive practice
⭐Been invited to the House of Lords to discuss leadership, EDI and workplace wellbeing on 4 occasions
⭐Contributed to shaping legislation at the highest levels
⭐Partnered with inspirational people, organisations and global brands
⭐Built a collective social media following of over 75,000
⭐Supported 6 charities through pro bono work and fundraising

We are proud of the milestones. Even prouder of the people behind them and cannot wait for what is ahead!
 
Scroll through the photos and take a look at what eight years of purpose-driven growth really looks like.

Thank you to our team, clients, partners, and community for being part of the Thrive Law journey 💙
 
And finally, a special thank you to , Founder and Managing Partner at Thrive Law.
Your vision, courage and unwavering commitment to doing law differently have shaped everything Thrive stands for today.✨

We remain committed to making workplaces fairer, more inclusive, and places where everyone can truly thrive.💚

If you’d like to learn more about how Thrive can support your organisation, please get in touch - [email protected] - we’d love to hear from you

💙 International Thank You Day | 11 January 💙Today is a moment to pause and say a heartfelt thank you. • To our clients, ...
11/01/2026

💙 International Thank You Day | 11 January 💙

Today is a moment to pause and say a heartfelt thank you.
• To our clients, who trust us with important conversations and complex challenges.
• To our partners, who work alongside us to drive meaningful, values-led change.
• And to our Thrive Tribe, whose care, commitment, and compassion sit at the heart of everything we do.

At Thrive Law, gratitude isn’t just something we show one day a year, it’s something we practise. From our gratitude jar, where we regularly recognise the small and big moments that matter, to our MAD Awards, where we celebrate those who go above and beyond to make a difference, we believe recognition and appreciation help build stronger, more compassionate workplaces.

We’re grateful for the conversations we’ve had, the impact we’ve created together, and the shared commitment to putting people first. 💫

✨ We’d love to know: how do you show gratitude in your workplace? Share them in the comments and let’s keep spreading appreciation.

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