Guest Employment Law Blogging – Authorship Policy
Thanks for your interest in writing a guest post or becoming a guest employment law blogger for LabourBlawg. This year, LabourBlawg is changing its approach to publishing legal content – we are accepting only the best contributions. Please contact us here to find out how you can get published with us today.
If you want to share high quality employment law intelligence, including useful legal knowledge and news, to wide audiences, here are some of the key things you should consider before submitting your post(s) for review by our moderators.
Why Blog Here?
There are many reasons why you would want to publish a guest blog post on LabourBlawg:-
- Reach a niche employment law and HR audience on Twitter and a wide professional audience on other social networks including LinkedIn, Google+ and Facebook (Reach thousands more followers).
- Get your content noticed and promoted on an established employment law blogging website.
- Share useful legal information and employment law news to a large and varied legal, business and consumer-based community across the UK and beyond.
- Get full credit when your blog post is published.
Editorial Guidelines for Law Blog Submissions
- The range of employment law topics for blog posts that we share is not exhaustive but the usual posts feature elements of compromise agreements, disputes from an employer’s perspective, claims from an employee’s perspective, redundancy, unfair dismissal, constructive dismissal, discrimination including all forms of sex discrimination and harassment, disability discrimination, age discrimination etc, accidents at work, health and safety and legal issues for HR managers.
- Contributions are welcome from employment lawyers/solicitors, barristers, attorneys, employment law firms, law students with an interest in employment law/labour law, HR professionals who have an understanding of the application of employment law in the workplace and any other competent legal professionals.Our editors were formerly lawyers and can tell useful posts from the not-so-useful ones.
- Specify the governing law of your article where appropriate e.g. it may apply across the UK or across the United States or Australia.
- Blog posts can be of any length but should ideally be over 500 words.
- Original blog posts are preferred although we are also open to republishing content already published elsewhere if of value to our readership.
- Use subheadings where appropriate using the H1, H2 and H3 tagging functions.
- Blog posts are welcome from law students, lawyers, barristers, law firms and also non-lawyers, particularly those looking to ask legal questions. Note also you can find LabourBlawg’s new employment solicitor directory (UK) here.
- Respect the copyright in the work of others.
- Include video and images where relevant if you have the rights to use them. YouTube videos, for instance, can easily be embedded in posts to help improve your posts.
- Include links to authoritative sources to support your material.
- If posting affiliate links, please make readers aware that they are such.
- Include a short professional bio at the beginning or end of your posts.
- Share your submission with your contacts through your social networks.
What we do not publish
- We do not publish generic articles unrelated to law and of no value to our readers.
- We do not publish articles already published elsewhere unless of value to our readers.
Other Guest Law Blogging Policy Information
- We reserve the right to reject any blog submitted on reasonable grounds e.g. the post was not on a relevant area of law.
- We reserve the right to make changes – Please do not be offended if we suggest amendments to your post. We will notify your of any major changes.
- We may add internal links where helpful for readers.
- Authors are permitted to republish their guest law blog posts elsewhere – if so a link to the original post is preferred.
If you have any queries please do not hesitate to contact us via the Contact form on this website.
We look forward to hearing from you.