Disciplinary and Grievance Issues
There may be times when you are facing disciplinary action at work, or need to raise a grievance relating to the treatment you have experienced, both of which can have a devastating effect on your career and health.
We can help guide you through both processes and provide succinct, easy to understand advice to ensure you are in the best possible position, and if, at any time, it seems leaving might be the best option, we can negotiate with your employer and advise you on any settlement.
Discrimination against an employee can take many forms. You should not suffer discrimination because of a ‘protected characteristic’. If you believe you have been treated less favourably on the grounds of race, age, disability, sex, religion or belief, sexual orientation, maternity and pregnancy, marriage and civil partnership or gender reassignment
Early legal advice can ensure that you are fully aware of your legal rights. Call us to find out more about how we can help you.
Breach of Contract
If you believe your employer has breached your contract of employment in some way we can advise you as to your options and whether you have the right to demand the breach is rectified. We can assist with claims in both the Tribunal and Civil Court.
All employees with 2 or more years continuous employment have the right not to be unfairly dismissed. Your employer can only dismiss you on the basis of certain grounds,and has to follow a fair procedure in line with the ACAS guidelines. If you consider you have been or may be unfairly dismissed contact us for advice as to your options and the next steps.
Redundancy is a common reason for dismissal. However the redundancy process is a complex one, and your employer has to get it right to ensure a fair dismissal. If you think you have been unfairly selected for redundancy, or that redundancy is not the true reason for your dismissal, contact us for specialist advice to help you plan your next steps.
The Transfer of Undertakings (Protection of Employees) Regulations (TUPE), are designed to protect your job when possible if your employer sells their business. It is designed to ensure that your employment rights are transferred to your new employer and that you are not unfairly treated as a result of the transfer. If you believe that TUPE applied to you and have suffered a detriment as a result contact us to discuss your options and whether or not you have a claim.
Each year, we handle numerous cases for our clients and attend Employment Tribunals across the UK. We’ll help you understand the issues clearly, and give you a clear appraisal of your case’s merits and costs at an early stage. If you wish to make a claim to an Employment Tribunal, you must do so within three months of the date of dismissal otherwise you will lose your right to make a claim. Contact us for early advice to ensure your claim is presented correctly and within the correct timeframes. We can also engage with the compulsory ACAS early conciliation process on your behalf and try to negotiate a settlement without the need for litigation.
On the termination of employment, employers will often request that the outgoing employee enter a Settlement Agreement. In short, this is a legally binding agreement which will most often award an employee a sum of money in compensation for loss of employment in return for an express agreement to waive their rights to bring any claim against the employer.
As your solicitor we will advise on the terms and conditions of a proposed agreement but will also discuss with you the circumstances leading up to the settlement agreement, and whether you should enter the Agreement or not, or be entitled to an increase in compensation. If we consider this to be the case, we can negotiate more favourable terms on your behalf.
We can sometimes turn Settlement Agreements round in a matter of hours so please do not hesitate to contact us for advice.
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