Employee and Employer Issues
No matter how well you run your business, or how conscientious you are as an employee, disputes may arise in your workplace. Minor problems can develop into grievances that may require legal action, if they are not resolved effectively through negotiation.
Changes in legislation have resulted in an increase of claims made to the Employment Tribunal, so it’s important for employers to have clear grievance and dispute procedures in place to minimise inter-office conflicts, before it affects business productivity.
Your employment dispute may involve, negotiation, Alternative Dispute Resolution (ADR) and litigation which could result in considerable legal fees. Don’t worry we’re here to help. If you’re concerned about the costs involved, we can offer direct access to barristers and cost-effective payment solutions for a wide range of employment disputes, to help you move forward.
We make direct access work for you by offering an all-inclusive paralegal service to manage the administrative aspects of your employment case on your behalf. Our experienced paralegals will take care of filing, documentation management and other litigation support that your barrister may have expected you to do yourself.
We pride ourselves on tracking the success records of our employment barristers to ensure you enjoy the best possible representation, should your case proceed to litigation.
To discuss your employment dispute, and receive more information about our cost-effective payment plans, don’t hesitate to contact one of our legal experts now on 0800 888 6760.
If you have already appointed an employment barrister to your case, we can still offer you affordable payment solutions. We will make all the necessary arrangements on your behalf. Start now
Our employment barristers and paralegals can advise you on:
• Termination of employment disputes;
• Hiring issues;
• Workplace safety;
• Breach of privacy;
• Maternity and paternity issues;
• Absent Management;
• Discrimination; and
• Disciplinary and grievances.
Termination of Employment
If you believe you have been wrongfully dismissed, you may have rights to issue a claim against your employer. If your employer has breached his contractual or statutory obligations, then the employer will be liable to you, for damages of wrongful dismissal.
To issue a wrongful dismissal claim, you must establish that your employer dismissed you without any notice, or less than the statutory minimum period of notice, and you suffered a loss as a result.
You may be able to recover damages, such as your wage and benefits you would have earned during the notice period. This can include, wages, private health cover, pensions, car allowance, tangible bonuses and stock options.
However, employees may not claim unfair dismissal if their employer doesn’t renew their employment, when their fix term agreement expires. Also, if there is evidence of gross misconduct, such as theft, bullying or fraud, employees will not be able to issue a wrongful dismissal claim, as they themselves have breached the terms of their own contract.
If you feel you have been wrongfully dismissed, and wish to make a claim against your employer, contact one of our employment barristers now. We can give you direct access to our panel of employment barristers and all-inclusive paralegal support.
Our administrative assistance is provided at highly reduced rates, so you can afford the best representation possible. You may also be able to cover 100% of your legal costs upfront via our affordable payment plans, so you can receive the support you require immediately.
Our employment law barristers are ready to give you tactical legal advice and cost-effective payment solutions so you get the result you need. Call one of our legal experts today on 0800 888 6760.
If you have served a qualifying period of 2 years’ in your company, you are within your legal rights to issue an unfair dismissal claim against your employer.
Your employer must prove that the main reason for your dismissal was just, and that it adheres to the Employment Rights Act 1996. Employers can legally dismiss employees if there is sufficient evidence showing:
- The employee lacked capability or qualification to undertake the work they were employed to do;
- The employee committed gross misconduct;
- The continuation of employment would contravene a statute such as a driving ban for speeding, drink driving or dangerous driving;
- A genuine need for redundancy; or
- Personality clashes/reluctance or refusal to accept terms and conditions of employment.
If you decide to make a claim against your employer, the Employment Tribunal will ultimately decide the outcome, “in accordance with equity and the substantial merits of the case”. Employers must also provide evidence that they gave their employee the opportunity and time to redeem the issue and improve their performance. The tribunal will then make a decision based on this evidence, and judge if the employee’s actions were reasonable. If not, the employee may be liable to pay damages.
However, employers must follow and execute the ACAS Code of Practice, and abide by set grievances and employee dispute procedures. Employers must exercise caution when dismissing employees due to performance reviews, redundancy, personality clashes and misconduct claims, to ensure that employee rights are upheld at all times.
Employees can also claim ‘automatic unfair dismissal’ if the dismissal violates their statutory legal rights. Employees can make a claim to the Employment Tribunal regardless of the length of time they have been employed. Common claims that can be made to the tribunal are:
• Dismissals relating to maternity or paternity;
• Dismissals for refusal to work over 48 hours per week; and
• Dismissals related to health and safety disputes.
If the employee’s claim for automatic unfair dismissal is substantiated, the employer can’t defend the case and may have to pay compensation.
If you find yourself unfairly dismissed from work, the next logical step is to seek legal support from an employment barrister at the earliest opportunity, so they can advise you on your legal rights.
Our employment barristers and paralegals are on standby to help resolve your dismissal issues, and have a wealth of experience acting for high-value dismissal cases, for both employers and employees. Our legal experts ensure employees receive the compensation they deserve, while also assist in negotiating employment termination packages on their behalf.
If you’re concerned about the legal costs involved, don’t worry we’re here to help. We can offer you direct access to employment barristers nationwide, and provide all-inclusive paralegal assistance. Our legal experts also offer cost-effective payment plans so you can make affordable monthly instalments that cut your fees upfront. Get in touch with one of our employment barristers now on 0800 888 6760.
Constructive dismissal occurs when an employee is forced to resign as a result of the employer creating a hostile work environment. An employee is entitled to resign due to employer misconduct and pursue damages against them.
The employee must prove that the employer has made a fundamental breach of expressed contractual terms or implied terms of “trust and confidence”. In some circumstances, constructive dismissal isn’t due to one isolated incident, but to a pattern of behaviour that amounts to a breach over a sustained period of time. For employees to make a claim of constructive dismissal, they must have resigned because of this breach.
If you are wanting to claim constructive dismissal you must be cautious not to signal any acceptance of the employer’s breach in contract. This could result in rejection of the claim.
It is possible for you to continue to work ‘under protest’ while you consider your options. However, if you are considering making a claim against your employer you ultimately have to accept the breach and resign.
You may be entitled to claim constructive dismissal for the following reasons:
- Having a reduction in pay or not being paid at all;
- Inadequate adjustments if you have a disability;
- Demotion with proper reason or explanation;
- Unfounded allegations or poor performance;
- Being harassed/bullied;
- Being forced to work in breach of health and safety laws;
- Complete change of job duties/conditions without your consultation; or
- Unreasonable/unwarranted disciplinary proceedings against you.
Despite our best intentions and business practice some of us may face constructive dismissal. If you feel your employer has breached their contract, you need to seek legal advice at the earliest opportunity to understand your rights.
Our employment barristers have a wealth of experience in handling constructive dismissal cases on behalf of employees and employers. With direct access to barristers, we can help you negotiate your exit, and work with your employer to make a settlement.
Our all-inclusive paralegal team can also assist with the administrative aspects of your dismissal case by negotiating an agreed job reference and appropriate non-derogatory clauses, so you are free to apply to new jobs, without worrying about damage to your reputation.
For more information on how we can help, contact our team of legal experts today to receive tactical advice and cost-effective payment solutions on 0800 888 6760.
All employers must avoid discrimination when hiring new employees, in order to provide equal opportunities for each and every applicant. Employers must uphold the rules expressed in the Equality Act 2010, and actively apply them to all stages in the employment process, including recruitment, promotion and dismissals.
Potential candidates who apply for new positions are automatically protected against discriminatory behaviour on the grounds of age, race, disability, sex, pregnancy/maternity, marriage/civil partnership, gender reassignment, sexual orientation, religion or belief.
Self-employed professionals are also protected by discrimination laws, including those who work through agencies, and students on work experience.
If you feel you have been discriminated against for any reason, our Employment lawyers would like to hear from you.
We make direct access work for you. Our employment barristers and paralegals have extensive experience in advising clients on Alternative Dispute Resolution (ADR), mediation and arbitration. However, if all other means of conflict resolution are exhausted, our legal experts can also provide the best possible representation in discrimination cases.
Don’t feel like you have to go through this alone. With direct access to barristers and all-inclusive paralegal support, we have the tools at our disposal to help you move forward.
Our compassionate legal experts are on standby, to ensure your rights are protected from start to finish. We can give you practical advice and affordable payment solutions, so you can get the legal help you need immediately. Contact a member of our legal team now on 0800 888 6760.
Contract of employment Issues
Issues can arise between employer and employee concerning contracted hours and pay.
An employment contract is an agreement between employer and employee and forms the basis of the relationship between the two parties.
While the majority of contracts are in writing, you can also have a legally binding verbal contract. However, for legal reasons, it’s advised that your employee obligations are recorded to avoid disputes further down the line.
The contract begins the moment an offer of employment is accepted. When the work begins, this is taken as proof that you have accepted the terms and conditions of the agreement. Employees are expected to follow the rules and regulations set out in the contract. The contract of employment can only be amended with agreement from both parties.
Within the first two months, most employees should have received and are entitled to what is known as a ‘Written Statement’. This lays out the main T&Cs including pay, holiday entitlement and working hours.
Contractual vagueness, is one of the main causes for an employment issue to be brought to the employment tribunals. An unclear contract can potentially create significant problems, so it’s essential for both parties to come to an agreement that satisfies the needs of the employee and the business.
If you feel you have experienced, or are experiencing contractual issues, we’d like to hear from you. Our employment barristers work with you to understand the merits of your case and create tailor made solutions, so issues are resolved quickly and efficiently. We offer direct access to barristers with all-inclusive paralegal assistance to help you with documentation management and filing.
We can offer ADR and mediation throughout your contractual dispute to encourage an amicable end to the issue. Our experienced employment barristers can also provide you with the best representation, should your case need litigation.
Get in touch with one of our legal experts for advice and cost-effective payment plans to cut your legal fees upfront. Call us on 0800 888 6760.
Workplace Safety Issues
Suffering an injury or accident at work can be a distressing and upsetting experience.
Safety at work should be of paramount importance to employers. If employees feel that their rights have been infringed, they can claim employer negligence and employers may be liable for compensation.
It is the duty of your employer to ensure that your working environment meets the standard level of safety. If you believe there is something in your workplace that breaks UK health and safety laws and could potentially cause serious harm, you need to reported the issue immediately.
For an employee to make a claim against the employer, they will need:
• Proof of employment;
• Evidence that their employer breached the duty of care; and
• That the employers breach caused an injury.
For most employees, reporting the issue to their employer is the first port of call as they may not be aware of the issue. A union representative – if applicable – can also take up the case.
If the problem is reported but not acted upon, it is advisable to obtain evidence and document the issue. A ‘paper trail’ is advisable, as verbal evidence is difficult for substantial proof of evidence in court. Work emails and copies of forms that have been filled out and counter-signed, will in most cases, be taken as concrete proof.
Accidents in the workplace are one of the most common compensation claims in the UK, though there is a stigma that employees may be putting their job security at risk by pursuing a claim, this is usually not the case. Most employers are more than willing to help their employees progress their claim for compensation.
If you have suffered an accident at work and feel your employer has been negligent, we’d like to hear from you. Our employment barristers specialise in handling cases where employees have suffered an injury at work.
We offer direct access to barristers and inclusive paralegal support throughout your injury at work claim. Our legal experts can provide ADR and mediation to help resolve the dispute as quickly as possible, so you can receive the compensation you deserve.
Our paralegals can assist you with all of the administrative work surrounding your case, and can also negotiate sick leave on your behalf, ensuring that your employer maintains and upholds the Health and Safety laws in future.
If litigation is unavoidable, our barristers can ensure you receive the best possible representation in court. Don’t hesitate to contact a member of our legal team today to understand your rights and get the legal advice you need to make your case. Call us now for guidance and affordable payment plans on 0800 888 6760.
Employers must abide by a ‘reasonable expectation of privacy’ in the workplace. With the increased use of electronic resources privacy laws at work have become an increasingly complex issue.
Companies who do not comply with privacy laws can be fined up to £500,000 for serious breaches of the Data Protection Act 1998 – a fine that was just £5,000 in 2010. While this is not a damaging amount for larger corporations, for SME’s operating on minimal profits, it could potentially prove detrimental to future business growth.
The law favours employers in most privacy infringement claims, particularly when it comes to electronic communications. Privacy infringement claims that include private conversations or locked drawers being opened is another matter where you can take legal action against your employer for infringement.
Internet Usage and Email
Emails are considered company property, and therefore the majority are not protected by personal privacy laws. Your employer has the right to monitor and, if they wish, to view your emails provided there are valid reasons for doing so. They are of great value for employers wishing to provide misconduct evidence.
Many employers are, for good reason, keen to monitor which websites their employees are visiting and have the right to block or limit the time spent on certain websites.
Phone Calls and Voicemail Messages
Your employer may have electronic surveillance software in operation that can monitor phone calls, text messaging and voicemail. However, they need to make you aware of this before you start employment.
There is some legal protection in this instance with the Electronics Communications Privacy Act (ECPA) including some conditions on employer’s right to monitor its employees’ telephone usage at work.
Personal phone calls should not be monitored, regardless of whether these are on company premises using company property. The law also offers protection for voicemail messages at work and an employer interference with such messaging – either by reading or disclosing information. This is considered grounds for legal action by an employee.
Employees have clear and specific rights to privacy in the workplace, but these rights are balanced against their employers’ privileges to monitor their business operations. If you are an employee who believes that your employer may have overstepped legal boundaries in regarding your privacy rights, or if you have questions about your right to privacy in the workplace, we can help.
Our Data protection barristers have represented clients on a variety of privacy infringement cases and have a wealth of experience acting for high-value cases, for both employers and employees.
We offer direct access to barristers and inclusive paralegal assistance to help you move forward. Our legal experts help employees receive the compensation they deserve. If you feel your privacy has been breached, and want to know your employee rights, contact a member of our legal team today for tactical advice and cost-effective payment solutions on 0800 888 6760. Or start your payment plan now.
Maternity Issues/ Paternity Issues
While an employee is on maternity leave, their employment terms and conditions remain the same and are protected by law. Of the 52-week entitlement, 26 weeks are classed as ‘Ordinary Leave’ and 26 as ‘Additional Maternity Leave’. You are entitled to receive Statutory Maternity Leave, no matter how long you have worked for your employer, provided you have given the correct notice.
Benefits including your accrued annual leave, private medical cover (if applicable), insurance and bonuses must all be paid during your maternity leave. Employer pension contributions also remain unaffected.
You must give notice to your employer a minimum of 15 weeks before the baby’s due date – or as soon as possible if you were unaware of the pregnancy. You may change the date of your maternity leave commencement, provided you give a minimum of 28 days’ notice.
You are entitled to Statutory Maternity Pay (SMP) for up to 39 weeks. If you work for a company but are not classed as a contracted employee, you will not qualify for the same rights as contracted staff. It is left up to employer’s discretion to decide when an employee can take unpaid leave or paid holiday leave.
General maternity rights include:
- Statutory Maternity Pay, provided you have been employed continuously for 26 weeks prior to the 15th week before your expected week of childbirth;
- Up to 52 weeks Statutory Maternity Leave as an employee;
- Contractual benefits, accrual of annual leave and employer pension contribution will continue throughout maternity leave; and
- At the end of your Maternity Leave, you have the right to return to your job. If a redundancy situation arises, you must be offered suitable alternative employment, if it is available.
Redundancy: Your rights
At the end of your maternity leave, you will be entitled to return to your original employment.
If there is a redundancy situation, your employer has the right to ‘positively discriminate’. However, as an employee, you have the right to apply for any suitable vacancies within the organisation without having to go through an interview procedure. This is only available to those on maternity leave, effectively placing the employee ahead of other applicants.
If you feel your employer has not done all they could to find you an alternative position, you may be within your rights to claim you have been unfairly treated. You may also qualify for redundancy pay, dependent on your length of service.
Dismissal during maternity leave
Should you be dismissed during your maternity leave, your leave entitlement will come to an end – if you qualify for Statutory Maternity Pay, this will continue for the 39-week period. If you feel your dismissal is linked to your maternity leave, you may have a case for pregnancy discrimination and/or unfair dismissal.
If you claim automatic unfair dismissal for being pregnant, it’s essential that you can provide evidence that you told your employer of your pregnancy. You may prove this by:
- Proof that you told you employer you were pregnant. This could be an e-mail, letter, or a witness who heard you tell your employer you were pregnant;
- A sick note from your GP that refers to your pregnancy;
- A copy of the Maternity Certificate that you gave to your employer to claim Statutory Maternity Pay.
If you believe your maternity rights have been infringed, our employment barristers will ensure you receive the best representation to get the compensation you deserve.
We make direct access to barristers work for you, by offering inclusive paralegal support to help with the collection and filing of all the necessary documentation to lighten the burden. We can also work closely with your employers on your behalf, to resolve your dispute as amicably as possible.
We have specialist maternity employment barristers on hand to deal directly with your claim from start to finish, so you can receive the compensation you deserve, to get you back on your feet.
Don’t hesitate to contact one of our maternity legal experts today for tactical advice and affordable payment plans. Get in touch now on 0800 888 6760.
Redundancy applies when the workforce in your company is reorganised and as a result:
• There is less work for the employee; and/or
• Changes in conditions mean that the former employee can’t meet the requirements of the new positon; and/or
• Work put out the contract by the employer which can result in a TUPE transfer.
Should your employer fill the same role you previously had, there was never a true redundancy situation and you will have been unfairly dismissed. In redundancy situations, it is the role, not the person who is made redundant.
An individual may be made redundant if the person is no longer needed due to a downturn of business; a new line of work which requires a different skill set, or a new process being introduced. The employee may also be made redundant if the workplace changes location or the has closed because the employer has ceased trading or become insolvent.
The employer must follow the correct redundancy procedures. If your employer fails to do so, you can make a claim for unfair dismissal.
Non-genuine redundancy cases may involve:
• Criticism of performance over a sustained period leading to redundancy;
• The arrival/planned recruitment of new staff;
• Nobody else – or just a select few- have received a redundancy notification;
• If your employer makes you redundant due to pregnancy; ethnicity; disability or sexual orientation; or
• If poor employer relationship management has led to redundancy.
If you feel you have been unfairly made redundant, you may take your employer to the Employment Tribunal and press an unfair dismissal claim against them.
Our Employment barristers specialise in a wide range redundancy issues and we pride ourselves by tracking the success record of our team to ensure you receive the best possible representation. You can receive direct access to barristers and paralegal assistance, to help you throughout each step of your unfair dismissal claim so you can get the compensation you deserve.
Get in touch with a member of our legal team today to discuss your redundancy issue. For confidential advice and cost-effective payment solutions to cut your legal fees substantially, contact us on 0800 888 6760.
TUPE (Transfer of Undertakings) regulations are put in place to protect and preserve employees’ terms and conditions when a business, or part of a business entity is transferred to a new employer.
However, you may not wish to transfer to another employer – situations that could cause a TUPE are:
- a service previously provided in-house is awarded to a contractor;
- a contract ends and is taken on by a new contractor;
- you are transferred ‘in-house’ after the work you do is absorbed by a company you previously served as a client; or
- a contract ends and the work is transferred in-house by the former customer.
Everything should stay the same as far as your work is concerned, but the rules of a TUPE are complicated and can be confusing.
Existing T&Cs cannot normally be changed in a TUPE, even if you agree beforehand though there are ‘economic exceptions’. All your previous conditions including holiday entitlement/pay/sick leave/maternity rights etc. remain If you refuse to undertake a TUPE, you will, in effect, be resigning.
if you do not want your role to be outsourced to another company, and are unhappy with your TUPE situation, you may have a valid claim to take to your Employment Tribunal. Our employment law barristers specialise in TUPE cases and offer practical solutions and affordable payment plans to ensure you can end your dispute as quickly and cost-effectively as possible.
We also offer all-inclusive paralegal services to help you collect the necessary evidence to support you in court.
Get in touch with a member of our legal team today on 0800 888 6760 and find out what we can do to help.
Your rights regarding sick pay should be explained in your contract – sick pay amounts and the duration you’re entitled to, is at the discretion of your employer. However, you may also qualify for Statuary Sick Pay (SSP) in addition to your company sick pay.
The payment limit of SSP is generally, 28 weeks in a three-year period. The weekly statutory sick pay amount is currently at £89.35 per week*
Any contractual remuneration paid to an employee for a day of sickness, is to be offset against the SSP due for the same day. An employer can never pay you an amount in total which is less than the SSP due.
It is essential to check the sickness absence policy within your employment contract. Your employer may reserve the right to amend or withdraw discretionary sick pay, where performance or conduct concerns have been raised, or where you are subject to capability or disciplinary procedures.
You must provide your employer with a doctor’s fit note, if you are off sick for more than seven days in a row. This also includes non-working days. The fit note will state whether you are “not fit for work” or “may be fit for work”. If you may be fit for work a doctor can suggest possible amendments that your employer needs to make that could help your return to work sooner. If an agreement of those amends can’t be reached on these changes, then you must be treated as “not fit for work”.
If you are dismissed for your absenteeism, you must have worked for 23 month and three weeks in order to claim you have been unfairly dismissed. If you are claiming unfair dismissal against your employer because of working conditions or treatment which resulted in ill-health, your case may progress to a tribunal who will decide the eventual outcome.
The law protects employees who have had genuine reasons for missing work, and it’s important to seek legal advice if you believe your rights aren’t protected. If you feel you have been unfairly treated because of your absenteeism you may have a valid claim to take your employer to a tribunal with an unfair dismissal claim.
Our panel of employment barristers specialise in absenteeism cases, and can help you build a successful defence against your employer, providing evidence and testimonials that will strengthen your case. To understand your rights and what you’re entitled to, call one of our legal experts on 0800 888 6760.
Discrimination at work is highly complex and can manifest in a range of different forms. Freedom from discrimination is a basic human right and should be constantly upheld in your working environment.
There are two main types of discrimination;
- Direct discrimination: when an individual is treated unfavourably because of a certain attribute; or
- Indirect discrimination: when a practice, policy or rule applies to everyone, but disadvantages certain people in the process.
Under the Equality Act 2010, it is unlawful to discriminate against, victimise or harass someone because of their:
• Sexual orientation;
• Religion and beliefs; and/or
If discrimination has occurred in the workplace, the employer needs to assess the severity of the situation and then decide on a reasonable approach which could involve a disciplinary or legal action. Employers should ensure that their actions are consistent and in line with their company’s policy at all times.
If you have raised complaints and concerns about discrimination against you or someone else in your workplace and the employer or manager has not dealt with the issue up to the legal standard, contact a legal expert, who has a background in human rights. Discrimination in work cases can be extremely complex, so it’s important to seek legal support at the earliest opportunity to understand your legal rights.
Our panel of human rights solicitors offer compassionate and sensitive advice to help you receive the compensation you deserve. We can negotiate terms of settlement with your employer on your behalf, offer ADR and mediation, or if all these means have been exhausted we can also prepare your defence to give you the best representation in court. We can also assist your employer to implement new procedures and practices to ensure this type of discrimination happens again.
If you believe your employment dispute can’t be resolved through negotiation or mediation our employment barristers are on standby to ensure you receive the best representation in the Employment Tribunal.
We make direct access to barristers work for you by offering paralegal assistance to help with documentation and filing throughout your discrimination claim.
Our compassionate legal team are dedicated to fighting the case on your behalf and protect your basic human rights. We can give you confidential legal advice and cost-effective payment solutions so you can get the support you need now. For more information, contact one of our legal experts today on 0800 888 6760.
Disciplinary and Grievance
Employers will need to follow a correct dismissal and disciplinary process if they want to avoid a claim for unfair dismissal.
Minor disciplinary issues, in most circumstances can be resolved amicably between you and your employer, often by way of an informal discussion. You may also decide your dispute needs to be resolved through means of ADR, mediation and arbitration.
A note of any informal discussions may be placed on your personnel file; however, this will usually be ignored for the purpose of any future disciplinary hearings- even if an informal verbal warning has been issued.
If the allegations against you are more serious, your employer may decide to take legal action. The disciplinary and dismissal process that your employer should follow is largely governed by the ACAS Code of Practice.
Whenever a disciplinary process is undertaken, it is important that:
- Employers and employees raise and handle issues promptly and should not delay meetings to resolve grievances;
- Employers should carry out necessary investigations, to establish evidence to help the case;
- Employers should inform employees of the reasons behind the problem and give them the chance to redeem the situation or explain themselves prior to any legal action;
- Employers should allow employees to be accompanied at a formal disciplinary meeting by a union rep or legal representative; and
- Employers should allow employees to appeal should any formal decision be made.
If you do decide to take out a formal grievance, it is advised to follow the ACAS Code of Practice procedural guidelines.
When all other ADR have been exhausted, you can choose to take your case the Employment Tribunal and receive compensation. Contact one of our direct access employment barristers today for confidential legal advice and cost-effective payment solutions so you can get the support you need now.
We also offer all-inclusive paralegal support to assist with administrative aspects involved in your disciplinary and grievance case.
Don’t hesitate to call one of our legal experts today on 0800 888 6760 or start your payment plan now.
No employment issue – be it disciplinary, contractual, discriminatory, redundancy is straightforward.
Our panel of employment barristers and paralegals can help guide you through the potential legal minefields, so you receive tactical advice, support and the best possible representation.
Taking a new approach to direct access, our paralegals will manage all of the administrative aspects of your case on your behalf. Many barristers expect you to handle documentation management, filing by yourself, however we lighten the burden by sorting out all these details for you.
We pride ourselves on tracking the success records of our employment barristers so you get the compensation you deserve.
We also provide payment plans to cover your legal fees, so you can get the support you require – without the need for large upfront payments.
No matter what your circumstances, we’re here to help. Our legal experts have a wealth of experience in acting for a wide range of employment disputes and will ensure your rights are protected every step of the way. Contact a member of our legal team today for practical solutions and cost-effective payment plans on 0800 888 6760.
If you have already appointed a lawyer, we can still offer you an affordable payment plan solution and will make all the necessary arrangements with your lawyer on your behalf.