Practice areas / Employment Law

SEO for Employment Solicitors

Attract enquiries for the employment work your team wants to take on. We plan service pages, technical improvements and contact journeys around your employer services, employee services or both.

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Two burgundy folders on opposite sides of a limestone meeting table with a central ivory divider. — RankMyFirm / Practice areas / Employment Law

Make the audience clear early.

An employer seeking ongoing support and an employee facing a dispute can use similar search terms while needing different services. A broad “employment law” page should help each person reach the appropriate information.

We first establish which sides of the market your firm serves and which services you want to prioritise. The website should not imply that the firm can act for every party or resolve suitability through an automated form.

Give each service its own decision path.

Audience or service	Information to make clear
Employer support	Ongoing or project scope, business fit and how to discuss a brief.
Employee representation	Types of matters accepted, initial contact and relevant approved fee information.
Settlement agreements	The service offered, what to provide and how an appointment is arranged.
Tribunal matters	Firm-approved representation scope, process and applicable pricing detail.

The work behind the page plan.

We agree the priority services and delivery responsibilities before work begins. The brief connects each change to something your team can review.

Work	What your firm receives	How we check it
Audience and service mapping	A plan identifying which existing pages to retain, improve or add for the employer and employee work you accept.	Each proposed page has an audience, service and next step.
Priority service content	Drafts covering the agreed service, responsible team, approved fee information and first contact.	Your reviewer approves the legal explanations and commercial claims before publication.
Technical improvements	A prioritised list of crawl, internal-link and mobile issues, with implementation ownership agreed.	Completed changes are checked on the affected pages and recorded for review.
Enquiry routing and measurement	Agreed employer/employee categories, contact destinations and a record of the tracked actions.	An agreed test follows each route through to receipt by the intended team.

A settlement agreement enquiry, from page to team.

Consider a firm that offers settlement agreement advice to employees and separate employment support to businesses. An employee landing on the settlement agreement page should see who the service is for, the approved fee explanation and how to request an appointment. The employer service remains easy to find through its own route.

Use the audience label and service description to make the employee route clear before the contact action.
Check the contact destination on a phone and confirm receipt with the agreed team using a test enquiry.
Report the contact action separately from the received enquiry. Intake can then record suitability, conflict checks and acceptance.

Show the right evidence.

Audience-specific experience

Use approved biographies and work descriptions relevant to the audience. A general client count is less useful than a clear explanation of responsibility.

Commercial clarity

Distinguish retainers, projects and individual advice where the firm offers them. Publish approved terms and fee information rather than generated packages.

Useful supporting guidance

Link educational content to the relevant service without using it to make a personal legal assessment.

A careful intake route

Route enquiries by service and audience, while leaving conflict checks and acceptance decisions with the firm.

Agree the scope, fees and follow-up.

The SEO programme defines content and technical priorities. If enquiries reach several teams, business automation can support assignment after the required rules and handover are agreed.

Initial SEO work has a £7,000 one-off fee. After the initial work, ongoing SEO typically costs £1,500-£5,000+ per month. The proposal defines the work in each stage. Review the SEO fees, ongoing term and notice arrangements before commissioning the programme.

Your firm reviews jurisdiction, legal explanations and the application of any transparency requirements. The content does not assume that one tribunal or employment procedure applies throughout the UK. The SRA references below are relevant to SRA-regulated work in England and Wales.

Before you decide

Your questions, answered.

Can we focus SEO on employer work only?

Yes. We can scope the page plan around the employer services you want to grow. We review existing employee content and enquiries with you before deciding which pages need clearer positioning or a different role.

Can one website serve employers and employees?

Yes. Clear navigation, audience labels and distinct service pages can help each group find the right information. Conflict checks and client acceptance remain operational decisions for the firm.

Will you publish employment law deadlines?

Any deadline or legal procedure needs a current authoritative source and approval from your firm. We do not generate legal advice from keyword research.

Can you report employer and employee enquiries separately?

Where the tracking and intake process support it, those categories can be defined and reported separately. We agree the classification before relying on the figures.

Sources & further reading

Primary references checked on 8 September 2026.

Focus your employment
SEO on the right work.

Bring your employment pages, the employer or employee services you want to grow, and the team that handles enquiries. We’ll discuss priorities and a suitable scope in a free 30-minute strategy call.