Employment Law​ Solicitors

We know how worrying it can be if you’ve been suspended, you’re under investigation, or you’re facing other disciplinary action at work. We can help you to understand what next steps are available to you, making everything as clear and simple for you as possible. 

Our solicitors can represent clients in employment tribunal proceedings and provide advice on unfair dismissal claims, including whether a claim is admissible.

Discrimination and Harassment: Dealing with discrimination in the workplace can be particularly upsetting. Remember that you aren’t alone, and there are laws in place to protect you. Bullying and discrimination laws in the UK account for all types of discrimination, including age, race, sex, sexual orientation, marital status, religion, or disability.

Your quality of life at work can be severely impacted by harassment or bullying in the workplace. The law states that everyone should be able to feel comfortable at work, and many people find that particularly severe behaviour can leave them feeling degraded or demoralised, affecting their performance and productivity. It can be particularly difficult for those who work in small businesses, where the perpetrators may be in senior positions or other positions of power.

It’s common for people who are being bullied at work to feel trapped, and that they’re unable to report the problems. If you’ve found yourself in a similar situation, it’s important to remember that you aren’t alone, and that you have rights as an employee. 

Our employment law solicitors can provide guidance on claims of discrimination and harassment, including those based on sexual orientation, age, gender, race, and other categories of identity.

Redundancy and Restructuring: Employment law in the UK is extremely complex, especially when it comes to redundancy. The procedure your employer has to follow is highly structured, and if they fail to do so correctly, you may be able to bring a claim against them. We offer advice on redundancy and restructuring, including the criteria for consultation, the selection process, and available alternatives to employment.

Breach of Employment Contract: A breach of employment contract typically occurs when your employer has acted unfairly towards you, or has made changes to your work or job that you did not accept. In most cases, if you continue to work after these changes, it could be perceived as implicit acceptance of them. Therefore, in cases where you think a breach of contract may have occurred, we recommend you speak with an employment law solicitor as soon as possible. We can also analyse employment contracts and offer advice on them, including the terms and conditions of employment, pay, and benefits.

Grievances and Disciplinary Proceedings:

If the problem cannot be resolved at an informal meeting between you and your employer, you may decide to raise an official grievance.

It’s important to note there is no legally binding process that both employers and employees must follow in order to raise a grievance. However, there is an Advisory, Conciliation and Arbitration Service (ACAS) Code of Practice which applies to disciplinary and grievance procedures. The code sets out a series of principles both parties must follow, including their standards of behaviour during the process.

 We give guidance and representation in relation to grievances and disciplinary actions, such as inquiries, hearings, and appeals.

Maternity and Paternity Rights: Our employment law solicitors can provide advice on maternity and paternity rights, such as leave, pay, and flexible work schedule entitlements.

Settlement Agreements / Compromise Agreements:

A settlement agreement, formerly known as a compromise agreement, is a legally binding document that outlines the terms upon which your employment will be terminated. It will also detail any compensation to be paid.

You’ll be asked to sign the document prepared by your employer’s solicitor, but before you do you’re required to seek advice from a qualified solicitor. In order for the document to be valid and for you to receive the compensation you’re owed, the settlement agreement must be signed off by your solicitor.

The cost of your legal advice is usually funded by your employer, either partially or in full.

We recommend you reach out to an employment solicitor long before you reach a deal. That way your interests are accurately represented and protected throughout the negotiation process.

Our solicitors can provide guidance on settlement agreements, including helping to negotiate terms and make sure the agreement is enforceable.

Employment Tribunal Representation:

There are a number of reasons why you might need to attend an Employment Tribunal. The decisions made by Employment Tribunals are legally binding, similar to the Court but less formal, and will aim to settle a range of employment disputes, including grievances, discrimination, disciplinary issues, or unfair dismissal claims.

Employment Tribunals should be seen as a last resort when you’re engaged in a dispute with your employer, and only pursued when all other means of resolution have been exhausted. In most cases you must make an application to begin an Employment Tribunal claim within three months of the date that your employment ended, or within three months of the date that the incident occurred. 

Our employment law solicitors can represent workers in hearings, appeals, and settlements before employment tribunals.