Our specialist employment solicitors help employees by covering a range of employment disputes, from advising on specific terms within an employment contract to representing clients in unfair dismissal claims.
Our team can help you gain a suitable solution to your employment problem, while minimising the conflict and complications that often arise with employment issues. Our employment law solicitors will always consider and help guide you through alternative dispute resolution processes, such as mediation.
We are committed to helping you resolve your issue as quickly and amicably as possible. In the event that an amicable resolution is not attainable, our workplace solicitors are well-placed to best represent your interests.
What types of employment claims do we handle?
Our claimant employment solicitors specialise in many areas of employment law. See below for a full list of the types of employment claims we handle:
We handle different types of dismissal claims, such as unfair dismissal, constructive dismissal and wrongful dismissal. If you have been let go from your employment it’s important to understand these types of dismissal and whether you are eligible to bring a claim.
The law protects many types of characteristics from discrimination. Our discrimination solicitors can provide expert advice on all discrimination claims, including the following ‘protected’ characteristics: age, gender reassignment, being married or in a civil partnership, being pregnant or on maternity leave, disability, race including colour, nationality, ethnic or national origin, religion or belief, sex and sexual orientation.
Whistleblowing is when an employee reports certain types of wrongdoing to their employer. This is classed as a “protected disclosure”, which include highlighting possible unlawful activities in the workplace; breaches of legal obligations, miscarriage of justice, danger to the health and safety of individuals, danger to the environment and deliberate concealing of information.
Generally, the incident of wrongdoing will have been witnessed whilst at work. If an employee is sanctioned as a result of their whistleblowing, this may not be legal. Employees have the right not to be subjected to any negative consequence as a result of making a disclosure.
A settlement agreement refers to a legally binding agreement between an employee and employer. They are often used to end an employment relationship on agreed written terms, to achieve a “clean break”. In exchange for payment under the settlement agreement, the employee would waive the right to bring claims against their employer. Settlement agreements are voluntary agreements which can be proposed by either the employee or employer.
Equal pay disputes can occur if any employee has reason to believe they are not receiving the same pay as their counterpart for equivalent work. It is your entitlement to the same wage as someone doing work of equal value to you, the same or broadly similar work as you or work rated as “of equivalent value” by a job evaluation study.
This term refers a set of rules that apply to organizations of all structures and sizes in the transfer of control of that organization to a new employer. It seeks to protect employees’ rights in the event that the organisation or work is transferred to a new employer.
We can provide support for both employees and workers in terms of employment status disputes. When you enter a period of employment, you will sign a contract of employment or written statement of terms. While these are usually satisfactory, there are times where you may be unsure or concerned about certain clauses. This may include where your employer has implemented restrictive covenants stopping you doing certain things during or after your employment.
Grievance & Disciplinary hearings
Employees should be given the right to appeal a disciplinary or grievance outcome. Our employment lawyers can assist you with preparing for this, or represent you at tribunal should your employer refuse to allow you a hearing, or if you believe the outcome of your hearing was inappropriate. Your workplace should have a policy or guidelines you can follow for appeals.
By law, all employers must offer a workplace pension. This is contributed to by you, your employer and the government. Your employer must follow certain procedures when you are enrolled to their pension scheme, including paying at least the minimum contributions to the scheme on time.
Privacy & Data Protection Rights
It is vital that employers keep their employees’ personal data safe and secure. There are certain things an employer can keep without the permission of their employees, such as name and address, while other ‘sensitive data’ must not be kept or used without permission. Our employment lawyers can assist in personal data disputes where employers have failed to adhere to their obligations.
Immigration employment law
Immigration laws state that employees must have a right to work in the UK. At times, disputes arise about the immigration status of employees and they may be forced out their job as a result. In these instances it may be necessary to gain legal advice and representation.
Redundancy is a form of dismissal from employment. It happens when businesses or organisations need to restructure or reduce their workforce. If you are being made redundant, you may be eligible for a redundancy pay, as well as a notice period. You must also be selected for redundancy in a fair way.
Which stages can our employment law solicitors help with?
Our employment solicitors have experience in helping clients at any stage of their employment:
- Before you commence work. If you need your contract reviewing before you start a new job, we can advise you on certain terms or help you to negotiate better terms, such as unsatisfactory restrictive covenants.
- During your employment. We can help you with any problems that arise, including grievances or disciplinary matters that you need legal representation for.
- When leaving your employment. If you have been dismissed unfairly, or if you have been forced out of your job, we can assist you in gaining a satisfactory payment package. Settlement agreements may also be an option here, where negotiations may be possible.
- After you have left. For example, if your employment contract has a restrictive covenant attached to it, which prevents you from working in certain roles, we can advise you about the enforceability of these contract clauses and represent you in a breach of contract claim.
What is an employment tribunal?
Employment tribunals are independent judicial bodies who resolve disputes between employers and employees over employment rights. If your case progresses to the employment tribunal, our solicitors can help you every step of the way. As the process can be complicated, we can offer you advice about time limits and how the procedure is likely to run. Further to this, we have strong connections with leading barristers who we work closely with to help prepare for tribunal hearings, and who can represent you in any such hearings. It is important that you adhere to the various tribunal directions, as failing to do this can cause issues with your claim.
Who can our claimant employment solicitors assist?
Simply put, we are solicitors who deal with work issues, who are dedicated to helping as many employees as we can across different industry sectors. Our employment solicitors have experience in advising::
- Trade Union members
- Doctors or healthcare professionals
- Board members
Funding your employment claim
Our “no win, no fee” employment solicitors seek to suit all our client’s funding needs, and as such have a range of funding options available to you. We will be happy to talk you through each option:
- Damage based agreement (‘DBA’), sometimes referred to as “no win, no fee”
- Hourly rates
- Insurance cover
- Fixed fee rates
- Settlement agreements
Contact our employment law specialists today
If you require legal advice or support with any of the above, please don’t hesitate to get in touch. You can contact our specialist employment solicitors on 0808 164 0808 or request a call back and we will call you. If you’re looking for “employment solicitors near me”, you can also view our Office Finder page.
In general you have three months less one day from the most recent act of discrimination or breach to take action, meaning you should act fast.
We recommend you speak to one of our lawyers in the first instance. As part of the process, you’ll need to get in touch with the Advisory, Conciliation and Arbitration Service (ACAS), who will aim to achieve early conciliation with your employer. However, our lawyers can assist in this process where appropriate and we have formally been instructed.
Please be aware that the ACAS process can take up to around a month to complete, which will be taken from the three months you have to begin with. It’s important to act quickly in order to bring a tribunal claim. If the conciliation procedure is unsuccessful, we may be able to support you with the tribunal. If you feel you have a potential employment claim please act quickly and contact us today.