Employment Law Advice for Employees
For many of us, our job and workplace is a hugely important part of our lives. But for others, it can also be a source of immense personal worry, stress and concern. If you’re facing difficulties in the workplace, speak to our specialist employment law solicitors.
We take a practical approach to employment problems and can help you find cost-effective, workable solutions to the difficulties you face. We can advise on:
- Employment contracts, service agreements, consultancy agreements and terms + conditions of employment
- Grievance + disciplinary issues
- Settlement agreements + severance agreements
- Redundancy advice on procedure + redundancy claims
- Unfair, wrongful + constructive dismissal
- Discrimination at work including disability discrimination, religious discrimination, sex discrimination, race discrimination and sexual discrimination
- Restrictive covenants + confidentiality clauses
- Transfer of Undertakings (TUPE)
Support throughout your career
It’s likely that you’ll be in employment for most of your adult life; but being an employee isn’t always plain sailing. Careers evolve, businesses change and people move on – it’s part of the employment life-cycle, but we’re not only here when things go wrong.
Whether it’s reviewing your contract, renegotiating your terms through to planning an exit strategy, our specialist workplace lawyers are adept at dealing with sensitive employment situations.
We provide prompt and professional advice on a range of employment-related issues, including redundancy, disciplinary issues and contract advice. We can also support you if you’ve been a victim of discrimination at work, or if you’ve suffered wrongful, unfair or constructive dismissal.
Employment law FAQs
In most cases, you will only have three months less one day from the date of the incident occurring to bring a claim to a tribunal. It is therefore essential to take legal advice at the earliest opportunity to ensure you do not miss out on your chance to bring a claim.
If you use early conciliation and this does not lead to an agreement, you will have at least one month after the conciliation process ends to make a claim to a tribunal.
Even if you do not have a written contract with your employer, there is still a contract in place if your employer has agreed to pay you to work for them, even if this is only a verbal agreement.
You employer is required to provide a written statement within 2 months of your employment starting and this statement must contain specific terms and conditions covering your employment.
Even without a written contract, you will have clear rights under the law, including the right to be paid the agreed amount for agreed work, the right to the national minimum wage and the right to paid holidays.
Your employer cannot normally change your hours of work without giving notice to you or obtaining your consent. However, this will depend on the exact terms included in your contract.
If your contract specifies that your employer has the right to require you to work different hours, they will likely be able to do so, as long as they comply with any conditions set out in the contract for doing so.
For a settlement agreement to be legally binding, there are certain key conditions that must be met.
- The agreement must be in writing
- The agreement must be related to a specific issue (i.e. it cannot simply require the employee to agree to never bring a claim against the employer for any reason)
- The employee must have had advice from an appropriate independent adviser e.g. a lawyer or certified trade union representative
- The employee’s adviser must have appropriate insurance
- The employee’s adviser must be identified in the agreement
- The relevant statutory conditions regulating the agreement must be stated in the agreement
We regularly act as employee advisers for settlement agreements as well as drafting the agreements and providing representation during negotiations for employers.
How our Employment Law solicitors can help
Whatever your employment situation, we’ll aim to resolve your issue quickly and effectively. As well as advising you on issues such as contracts and redundancy, we also have extensive experience in representing employees at employment tribunals, appeal tribunals and the higher courts.