Employment

We have considerable experience and expertise in dealing with all aspects of employment law

We have considerable experience and expertise in dealing with all aspects of employment law

We advise clients who are both employers and employees however, due to the solicitors practice rules we cannot advise employees of companies that are also our clients.

Employment law is always fast changing and therefore it is essential that you obtain advice from someone who is up to date with the changes and understands the needs of both the employer and employee.

We as experienced proficient solicitors can understand both sides of a situation and are best placed to get the best tactical approach to try and resolve your matter. We have been involved in many contentious cases where damages have been awarded to our client far exceeding the norm due to the tactical approach and presentation of the evidence.

We will always work in the best interest of our client and should a negotiated settlement be the more effective, cost efficient way for our client, we have the negotiating skills and knowledge to get the best outcome.   However if negotiating does not prove to be the best way forward we are the experienced professional legal force our clients can rely on.

For Employers

We can advise employers on all matters of employment law from advertising a job vacancy to the correct procedures to follow to ensure compliance with disciplinary procedures and, if necessary, to dismiss an employee appropriately to minimise the chance of a successful claim being brought against the company.

 

For Employees

There is a very strict deadline in employment matters and therefore it is essential that if clients have an employment problem that they seek advice immediately. It is essential to remember that clients can obtain advice whether they are still employed with the company as well as if they have left, and claims could potentially be brought in both circumstances.

We advise on the following areas:

  • Advertising and interviewing for a job vacancy
  • Terms and conditions contained within the contract of employment
  • Dismissal whether unfair, wrongful or constructive
  • Redundancy
  • Discrimination on all grounds
  • TUPE ( Transfer of Undertakings Regulations)
  • All matters relating to pay –  including the relatively common problems of not being paid, unlawful deductions and reduction in pay due to financial climate
  • If successful at an Employment Tribunal we can also assist with the enforcement of the compensation award to ensure that you do in fact receive the compensation.

Frequently Asked Questions

Can I get Legal Aid to help with my case?

Legal Aid is not available for bankruptcy cases. We do charge for our services and the amount will depend on what work is required. There are many places providing bankruptcy advice and some of those are free services however, they are not all specialist bankruptcy advisors and based on our experience and feedback from other client’s incorrect advice has been given by others on whether a person should be declared bankrupt. All matters should be fully assessed prior to any advice being given so that advisors are aware of all correct information, most commonly whether clients are home owners. Seeking advice from a person experienced in dealing with bankruptcy is the safer option.

What do I need to bring to a meeting?

We will need you to bring photographic identification such as a valid driving licence or passport, a utility bill with your name and address dated within 3 months of the meeting and proof of your income for example a payslip or bank statement showing income being paid into your account.

You should also bring a copy of any Court papers you have if you are already bankrupt and any correspondence from the Insolvency Service, Official Receiver and/or Trustee in Bankruptcy. If you are not yet bankrupt but have received a Statutory Demand then a copy of the Statutory Demand and a list of all debts that you have with the last correspondence from each creditor showing who you owe, the amount you owe and the type of debt, whether that is a loan, catalogue, credit card, utility bill or other debt.

You should also bring with you a list of your income with proof such as payslips, benefit letters and bank account statements showing all of your income being paid into your account(s) and a list of your expenditure with proof so for each utility bills, a copy of the bills, a copy of your Council Tax letter, receipts if you have them from your shopping and such alike.

If you believe that you have a beneficial interest in a property owned by another person, which could be your husband/wife, mother/father, partner, son/daughter or friend then bring in proof of what you believe you contributed towards the property. This could be proof that you paid towards the deposit for the property, proof you have paid the mortgage or paid for works in the property which has led to the value of the property increasing such as a house extension.

What does the beneficial interest in another person’s property mean?

When a person owns a property, there is legal ownership and equitable ownership through a person’s beneficial ownership. This is a complex argument to make in many cases but is relevant in cases where the property is owned by one person but another person has contributed money to the property but is not the legal owner. This can be by paying the deposit or towards the deposit, making mortgage payments, carrying out work in the property to increase the value of the property. We have successfully established a person’s beneficial interest in a property by negotiation which is cheaper than if the matter proceeded to Court where the amounts achieved have ranged dependent on the amount of evidence clients have been able to produce.

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