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Did you know that the maximum compensation for unfair dismissal is now potentially over £75,000 and employees are entitled to make a claim of unfair dismissal within the Employment Tribunal after 2 full years of continuous employment? Alternatively a claim can be brought in the county or high court for wrongful dismissal (breach of contract) where there is no qualifying spend.
Have you been made redundant, unfairly dismissed or forced out by your employer? Strange as it might seem, your rights might not always be as obvious as you might think. The above time limits within the employment tribunal may not apply to other complaints such as discrimination upon which our team can advise you further. Find out which areas of employment law we can advise on below.
Our specialist employment team provides expert employment law advice for employees. We advise and explain, in plain, straightforward English, what your employment law rights are and how you can use them to your advantage. We specialise in giving sensible, timely, practical employment law advice when you need it to help you choose the best course of action going forward.
Find out from our case study how our expert knowledge has helped those unfairly dismissed:
- Simple case – Client A: we charged £1,000 plus VAT and disbursements.
When Client A was unfairly dismissed by her employer, Client issued proceedings as litigant in person within the Employment Tribunal against her former employer. After the former employer filed with the Employment Tribunal their ET3 and Grounds for Resistance, Client A instructed us to advise her in relation to the Employee’s ET3 and the Case Management Order issued by the Employment Tribunal.
Client A thereafter continued to act as a litigant in person whilst we remained ‘in the background’ advising Client A on an “as and when needed” basis, guiding her through the procedural steps up to the final hearing.
This included in us assisting Client A with her witness statement and updating her Schedule of Losses. In addition, we drafted on her behalf letters to the former employers’ solicitors as well as assisting Client A with the Hearing bundle.
We were further requested by Client A to arrange for her to be represented at the Final Hearing, upon which we arranged for one of our specialist barristers to represent her at an additional cost of £1500 plus VAT.
The reasons for doing this were:
- Client A continued to represent herself and therefore was at the forefront of the proceedings as well as receiving all communication from the Employment Tribunal and former employee’s solicitors.
- In addition to our bill, there was a disbursement namely the barrister’s fee of £1500 plus VAT for representation at the Final Hearing.
Our team's practice is to apply their extensive knowledge, skills and experience in giving employment law advice to help resolve the specific issues which you are facing and provide as much or as little help as you require. We recognise that there are various complexities in any employment situation and will analyse the issues and tailor our employment law advice and service to make suitable recommendation for you. Dependent upon the situation, options may involve legal processes or a solution designed to avoid legal conflict e.g. some kind of mediation.
There are usually several routes to finding a solution and our employment law advice team prefer to explore these with you before choosing a solution. We aim to ensure that you are comfortable with any specific course of action and that it is the best option to achieve your objectives. If we believe that your objectives are unobtainable or unreasonable, we will say so.
Our employment team provide practical employment law advice on all Employment Law issues including:-
- Consultancy and fixed term contracts (both advising & drafting)
- Contracts of employment and pre contract advice (both advising & drafting)
- Data Protection
- Disciplinary action and grievance procedures
- Discrimination for sex, race, disability
- Employment tribunals
- Equal Pay
- Family Friendly Policies
- Maternity leave
- Minimum Wage
- Part- time workers
- Pension rights and benefits
- Paternity leave
- Redundancy and dismissal
- Representation at employment tribunals
- Restrictive covenants
- Service Agreements
- Settlement Agreements
- Trade Unions
- TUPE including indemnities and warranties
- Unfair dismissal/Protected disclosure
- Working time regulations
- Wrongful dismissal and breach of contract
- Issues regarding the use of social media such as Twitter, Facebook etc
- Zero hours contracts
So, if you’re looking for employment law advice or if you think you need our help, then contact our team before you do something you might regret!
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The materials appearing on this website do not constitute legal advice and are provided for general information purposes only. No warranty, whether express or implied is given in relation to such materials. We shall not be liable for any technical, editorial, typographical or other errors or omissions within the information provided on this website, nor shall we be responsible for the content of any web images or information linked to this website. Viewing this website, or contacting us does not constitute a solicitor client relationship between you and this firm.