A first meeting usually lasts between 45 minutes and 1 hour 15 minutes. After an initial meeting there is no obligation to take further advice. If you would like further work done on your behalf, I will give you an estimate of my likely fees by email and will not go ahead until you have agreed that you would like me to do so.
If you are an employee who is having problems at work or have been "made an offer" to terminate your employment under a settlement agreement, there is almost always a period of uncertainty until the issue has been resolved.Taking legal advice and getting support at an early stage can make a real difference to the outcome. Although there are no guarantees, there is often room to negotiate better terms than those offered to an employee in a draft settlement agreement.
For employers, it is vital that employees are treated fairly in order to minimise the risk of employment tribunal claims. I offer pragmatic advice to help employers resolve any problems they may have with their employees.
If you are an employee who is having problems at work or have been "made an offer" to terminate your employment under a settlement agreement, there is almost always a period of uncertainty until the issue has been resolved.Taking legal advice and getting support at an early stage can make a real difference to the outcome. Although there are no guarantees, there is often room to negotiate better terms than those offered to an employee in a draft settlement agreement.
For employers, it is vital that employees are treated fairly in order to minimise the risk of employment tribunal claims. I offer pragmatic advice to help employers resolve any problems they may have with their employees.
Services
I am a solicitor with over 18 years experience in employment law.
I started my own small practice working from home specialising exclusively in employment law in 2005, and have been running it for over 14 years.
My company clients include a significant number of small to medium sized businesses based in the south east, many of which I have advised for several years or more.
I am an active member of the Employment Lawyer's Association.
Many of my employee clients come as personal recommendations which is the best way of finding a solicitor.
I started my own small practice working from home specialising exclusively in employment law in 2005, and have been running it for over 14 years.
My company clients include a significant number of small to medium sized businesses based in the south east, many of which I have advised for several years or more.
I am an active member of the Employment Lawyer's Association.
Many of my employee clients come as personal recommendations which is the best way of finding a solicitor.
The period leading up to a possible termination of employment due to redundancy can be a stressful time.
I can help by providing practical advice to try to make sure your employer treats you fairly during the selection process.
If the way in which the redundancy process is being conducted is unfair, then I can advise you on how to challenge this with your employer.
If you have already been made redundant, you have 3 months from the date your employment ended to bring a claim to the employment tribunal.
I can help by providing practical advice to try to make sure your employer treats you fairly during the selection process.
If the way in which the redundancy process is being conducted is unfair, then I can advise you on how to challenge this with your employer.
If you have already been made redundant, you have 3 months from the date your employment ended to bring a claim to the employment tribunal.
Disciplinary action is normally used by an employer to deal with alleged misconduct ranging from relatively minor issues such as persistent poor time keeping to more serious issues such as alleged theft or fraud, which could result in dismissal for gross misconduct.
It should not apply to cases involving genuine sickness absence, proposed redundancies or poor performance.
An employee facing disciplinary action will often find that the process is drawn out over a few weeks and it can be a stressful experience particularly if it involves serious allegations, suspension and an investigation as well as the disciplinary meeting itself.
It should not apply to cases involving genuine sickness absence, proposed redundancies or poor performance.
An employee facing disciplinary action will often find that the process is drawn out over a few weeks and it can be a stressful experience particularly if it involves serious allegations, suspension and an investigation as well as the disciplinary meeting itself.
A grievance procedure is put in place by an employer to give employees a formal way of dealing with any grievances relating to their employment fairly and without unreasonable delay.
In outline, an investigation will usually be carried out and a meeting will be held with the employee to discuss the grievance.
After the meeting the employer will inform the employee in writing of the outcome, and give them the right of appeal.
It is a good idea to seek advice from an experienced employment solicitor who will help you ensure your grievance includes a full description of the nature of the complaint, including all relevant facts and the dates and names of individuals involved.
In outline, an investigation will usually be carried out and a meeting will be held with the employee to discuss the grievance.
After the meeting the employer will inform the employee in writing of the outcome, and give them the right of appeal.
It is a good idea to seek advice from an experienced employment solicitor who will help you ensure your grievance includes a full description of the nature of the complaint, including all relevant facts and the dates and names of individuals involved.
Being dismissed by your employer and coming to terms with it can be a very stressful experience.
I can help you understand whether your have been treated fairly within the meaning of the law and advise you on whether or not you may have the basis of a successful claim for unfair dismissal at an employment tribunal.
If you do have the basis of a successful claim we can discuss your options.
These are likely to include early conciliation through ACAS, pursuing your claim to an employment tribunal or negotiating a settlement with your employer, usually by means of a settlement agreement.
I can help you understand whether your have been treated fairly within the meaning of the law and advise you on whether or not you may have the basis of a successful claim for unfair dismissal at an employment tribunal.
If you do have the basis of a successful claim we can discuss your options.
These are likely to include early conciliation through ACAS, pursuing your claim to an employment tribunal or negotiating a settlement with your employer, usually by means of a settlement agreement.
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