Employment Law

We can advise companies and employees on a whole host of areas such as:

  • Unfair or wrongful dismissal. If an employee is carrying out their work duties properly but is fired they may have a case for unfair dismissal case. You cannot be dismissed simply for wanting to work part-time, falling pregnant, joining a trade union, insisting on being paid the national minimum wage, or protecting yourself from serious and imminent danger.
  • Constructive Dismissal. If you want to resign because of your employer’s behaviour then call us first because you may have a case for constructive dismissal, but you need to go about it in the right way.
  • Discrimination at work. Employers are prohibited from discriminating unfairly against you when making decisions about hiring, firing, promoting, demoting, training, providing benefits and more. For example, you cannot be harassed in relation to your age, religion, sex or gender, race or nationality, disability or sexual orientation. There are a number of legal options available if you act quickly.
  • Settlement Agreements or Compromise Agreements. If you are offered a settlement or compromise agreement then we can make sure that it protects your rights.  We can also draft these agreements for employers.
  • Transfer of Undertakings. An employment contract could be protected under TUPE Legislation if the business is sold or merged.
  • Workplace Bullying and Harassment. Everyone deserves to work in an environment free of harassment and bullying so if you are working in an environment where unwanted touching or offensive jokes and comments are seen as normal or someone is making unwanted sexual advance or you are being humiliated in front of colleagues, the law states that employers must listen to any complaints and take the right steps to stop the harassment.

Get in Touch

If you need advice on an employment matter it is important that you act quickly as there are strict time limits to bring claims.  Generally, employment tribunals insist on cases being referred to ACAS initially to try and resolve any disputes without intervention.