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  • EMPLOYMENT LAW

    Employment Law for Employees

    Even with the best of intentions on the part of the employers and employees things can sometimes go wrong at work. We have a wealth of experience of dealing with a wide variety of matters.

    Clients expect a firm of solicitors to know the law. We pride ourselves on giving practical employment law advice, letting you know the options and guiding you to the right solution.

    Remember that time limits are short for many employment law claims so you should seek advice as soon as possible.

    EMPLOYMENT LAW ADVICE FOR EMPLOYEES

    A Settlement Agreement is a powerful employment tool. It is an agreement entered into between you and your employer usually where that relationship has come to an end. They can also be used to resolve an ongoing workplace dispute. The agreement is designed to stop any potential claims being issued or to halt any claims that have been issued by either party.

    The Agreement is only valid if:

    • It is in writing;

    • Relates to a particular or potential complaint;

    • The employee has received advice from an independent adviser;

    • The adviser has signed the agreement confirming that advice has been given; and

    • The agreement states that it meets the requirements of the relevant regulations.

    We can advise employees on the terms of the Settlement Agreement and the implications of entering into the agreement. We can act as the independent adviser and sign the Settlement Agreement indicating that you have taken appropriate legal advice in respect of the Agreement.

    Disciplinary and grievance situations can be a difficult and stressful experience for an employee. We can provide you with expert advice and support to guide you through a disciplinary or grievance situation in the workplace.

    Unfair dismissal is a complex area of employment law. You have 3 months from the date of termination of your employment within which to lodge your claim with the appropriate Employment Tribunal.

    Generally it is required that you have two full years’ service in order for you to be eligible to bring a claim. However for dismissal such as ‘automatically unfair’ dismissals or dismissals that are discriminatory no minimum service length is required.

    There are various types of dismissal:

    • Termination by the employer;

    • Expiry of a fixed-term contract;

    • Forced resignation; and

    • Resignation by the employee which amounts to constructive dismissal.

    We can advise you throughout your claim, prepare your claim forms (ET1), prepare your case, including bundles of documents and witness statements, as well as act on your behalf in presenting your claim to the Employment Judge at any interim or final hearing in the Employment Tribunal.

    Alternatively we can act on your behalf to negotiate a suitable settlement of your claim.

    The redundancy process can be an emotional and distressing experience for an employee. We can advise employees on all areas of redundancy including: your statutory or contractual entitlement to redundancy payment and the calculation of this. Employers should use a fair and objective way of selecting you for redundancy. We can advise with regard to the correct procedure to be followed and whether the employer has acted in accordance with statutory and/or contractual obligations.

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    Meet our Specialist
    Employment Law Team

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