Our main focus is on successfully supporting and representing employees who have been badly treated at work. To achieve this, our fully qualified and experienced senior lawyers offer employees a wide range of employment law services. These include: drawing up legal letters and documents, negotiating with employers for clients' settlement agreements and financial compensation, reviewing and signing settlement agreements, and representing clients at employment tribunals.
We make hundreds of resources available for free on our website, all aimed at helping employees to help themselves with their employment law cases. Our clients are employees from a wide variety of backgrounds. They are diverse in such attributes as their gender, age, race, salaries and the kinds of cases they bring to us.
But whoever they are and no matter what the nature of their employment issue, if an employee comes to us with a legal workplace problem or dispute, then our accomplished employment solicitors can most likely help them.
We make hundreds of resources available for free on our website, all aimed at helping employees to help themselves with their employment law cases. Our clients are employees from a wide variety of backgrounds. They are diverse in such attributes as their gender, age, race, salaries and the kinds of cases they bring to us.
But whoever they are and no matter what the nature of their employment issue, if an employee comes to us with a legal workplace problem or dispute, then our accomplished employment solicitors can most likely help them.
Services
Constructive dismissal is a type of unfair dismissal where the employee feels forced to resign, rather than being dismissed.
This guide outlines some of the pitfalls which commonly hinder employees who want to negotiate a fair constructive dismissal exit payout.
Drawing on our extensive experience as successful constructive dismissal claims solicitors, we also give you practical advice on how to overcome these problems so as to get the settlement agreement deal that you deserve.
The term 'constructive dismissal' is actually short for constructive unfair dismissal and is a type of unfair dismissal.
This guide outlines some of the pitfalls which commonly hinder employees who want to negotiate a fair constructive dismissal exit payout.
Drawing on our extensive experience as successful constructive dismissal claims solicitors, we also give you practical advice on how to overcome these problems so as to get the settlement agreement deal that you deserve.
The term 'constructive dismissal' is actually short for constructive unfair dismissal and is a type of unfair dismissal.
If you are made redundant, there has to be a genuine business need for your redundancy and the redundancy process has to be carried out fairly.
If your redundancy is fair, then the compensation you are entitled to will either simply be Statutory Redundancy Pay or possibly a more generous redundancy package offered by your employer.
However, if the business requirement for your redundancy is not genuine, or if mistakes are made by your employer in the redundancy process, including your selection, you can use these as the basis for negotiating a better redundancy financial package.
If your redundancy is fair, then the compensation you are entitled to will either simply be Statutory Redundancy Pay or possibly a more generous redundancy package offered by your employer.
However, if the business requirement for your redundancy is not genuine, or if mistakes are made by your employer in the redundancy process, including your selection, you can use these as the basis for negotiating a better redundancy financial package.
Discrimination in the workplace is rife but hard to prove.
To make matters more complicated, there are also several different categories of discrimination and different individual characteristics that are recognised by the law as giving rise to discrimination.
In this guide, we explain what is meant by discrimination and outline the main types of discrimination and individual characteristics involved in discrimination at work.
We also consider how discrimination makes itself evident in the workplace and give you some pointers to resolving your discrimination issues before they become too entrenched.
To make matters more complicated, there are also several different categories of discrimination and different individual characteristics that are recognised by the law as giving rise to discrimination.
In this guide, we explain what is meant by discrimination and outline the main types of discrimination and individual characteristics involved in discrimination at work.
We also consider how discrimination makes itself evident in the workplace and give you some pointers to resolving your discrimination issues before they become too entrenched.
This practical guide outlines when you would expect to get a settlement agreement (or 'compromise agreement') in the UK, what it should contain and what key factors affect how much you should get.
A settlement agreement (once called a compromise agreement - see below) is a legally binding contract entered voluntarily between you as an employee and your employer.
When you sign the agreement, you relinquish your right to take to an employment tribunal any employment claims that you might have had against your employer.
A settlement agreement (once called a compromise agreement - see below) is a legally binding contract entered voluntarily between you as an employee and your employer.
When you sign the agreement, you relinquish your right to take to an employment tribunal any employment claims that you might have had against your employer.
This guide explains what performance improvement plans and performance improvement procedures (PIPs) are.
It also outlines your rights when you're participating in a PIP and what your options are if you've been told you have to undergo such procedures.
One of the most common scenarios which lead to a settlement agreement is the commencement of performance management procedures - sometimes also known as capability management or performance improvement procedures (PIPs for short).
A performance improvement procedure usually refers to the ways in which your performance is managed, monitored and measured during the timescale set for you to improve your performance.
It also outlines your rights when you're participating in a PIP and what your options are if you've been told you have to undergo such procedures.
One of the most common scenarios which lead to a settlement agreement is the commencement of performance management procedures - sometimes also known as capability management or performance improvement procedures (PIPs for short).
A performance improvement procedure usually refers to the ways in which your performance is managed, monitored and measured during the timescale set for you to improve your performance.
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