Our place of work plays a huge role in our lives. We believe individuals should always be treated fairly and the terms of their contacts adhered to. We also believe that everybody is entitled to a comfortable working environment and to not feel anxious at the thought of going to work. This is where our experienced Employment Law Solicitors are here to help.
We pride ourselves on not only providing bespoke legal advice, but also our skills in communication. When we act for clients, we take the time to gain a good understanding of their situation and then decide how best we can help.
We have been a trusted provider of legal services since 1986.
Our Employment Law Solicitors advise employees, employers, and consultants at all levels; therefore, it means that we are best placed to act for you regarding any work-related problem. Our employment lawyers understand the imperative to help keep careers on track at the same time seeking to ensure that justice is done.
If you’re in need of legal advice click here to enquire, or you can call us on 0800 288 9947.
Employment Law Areas For Employees:
An employment contract is a legally binding agreement between you and your employer. Disputes can arise for lots of reasons, with the most common being that your employer wishes to change the terms of your contract. This is only legal when it is done with your consent.
Our team has decades of experience in helping with all employment contract issues. Whether you want a second pair of eyes when reviewing a new contract, or you need to take your employer to court over a contractual breach, you can rely on us to protect your best interests.
If you are having difficulty with your employer and feel that you have been discriminated against, or treated unfairly, My Law Matters has a team of specialist employment law solicitors that have represented thousands of employees who have had a problem in the workplace.
Termination of employment from redundancy can be very unexpected and have knock on consequences. If you are facing redundancy at work, depending on how long you have been employed, you may have certain rights:
- Redundancy Pay (2 years employment or longer).
- Notice Period.
- Time off to look for new employment.
- If available, ‘suitable alternative employment’.
The earlier you get advice from an employment lawyer the better, this could mean that redundancy is avoided or to make sure you are paid the correct compensation.
We regularly advise clients in this area, ring the team at My Law Matters to find out exactly what you might be entitled to claim for.
Have you been dismissed by your employer without good reason?
Has your employer failed to follow a fair procedure when dismissing you?
If so, it is likely that your dismissal will be unfair, and you may be able to claim in an employment tribunal. A claim for unfair dismissal will usually arise where either the procedure or reason for an employee’s dismissal are deemed to be unfair.
Generally, the claimant (the person bringing the claim) must have been employed by the employer for a minimum of 2 years. Call our specialist employment team today.
We can help and guide you to a resolution if you have been affected by employees, workers, or partners from being discriminated against.
You could be facing issues surrounding gender, age, religion, race, disability, pregnancy, sexual orientation, marital status, fixed term status or part time status. These are just some of the protected characteristics that if you have been discriminated against, you are entitled to think about claiming for compensation.
Things to take into consideration are, there is no minimum term of employment to bring a discrimination claim and no cap on the level of compensation that you can be awarded.
Compensation can also be awarded for the ‘injury of feelings’ and financial losses that result from discrimination.
Examples of areas we can help:
Acting for individuals who have discrimination concerns but are still employed.
Acing for individuals where discrimination concerns are raised as part of negotiating exit terms.
Acting for and advising individuals on maternity leave who have had problems with pay, work arrangements, return to work dates and changes to job description.
You've the right to be treated fairly and decently in the workplace. If you are being bullied or harassed the law is on your side when you decide to take a stand with My Law Matters. We have solicitors specialising in harassment who are here to help. We are here to support and guide you throughout this process.
To speak to a sympathetic and experienced employment solicitor for legal advice, call us on 0800 288 9947.
When a professional finds themselves under the scrutiny of a regulator, seeking expert legal advice and representation is the best way to protect their interests and avoid or minimise any negative consequences to their career.
Our team has the experience, skills and proactive approach required to secure the best available outcome.
If you believe you have been discriminated against during a recruitment or promotion process or that the recruitment process has not been followed properly or applied fairly, you may have a claim against your employer.
Our employment team have considerable experience of advising people who believe they’ve not been treated fairly. We will draw on this expertise to give you the legal advice you need, to ensure you can move forward with confidence.
We are here to advise you on ending employment on agreed terms or where a dispute has occurred in the relationship, for example you have been treated unfairly, have been disrespected or are in the middle of a conflict.
Settlement agreements or compromise agreements can help you agree an exit from an employer and resolve disputes on terms that might be in your favour.
If you believe you have been treated unfairly by your employer because of whistleblowing, or unsure about blowing the whistle yourself, our Employment Solicitors can advise you.
We will speak to you in plain English without legal jargon. We operate fairly on pricing and will discuss our Solicitors fee with you before any work starts.
At My Law Matters we offer a reliable and prompt service, ensuring we are available when you have a query, even outside normal office hours.
If you have been so unfairly treated at work that you have had to resign, you may be able to claim for constructive dismissal. We can also help if you are considering resigning or have already been unfairly dismissed.
Constructive dismissal occurs when your employer has treated you so badly that you have had no other choice but to resign. This can happen for many reasons, such as you have not been getting paid, have been subject to discrimination or harassment in the workplace, you have been demoted without reason or if the confidence and trust in the employment relationship has completely broken down.
Speak to our experienced employment solicitors if you believe your workplace has become untenable, we will be able to advise if you may be able to resign and then bring a constructive dismissal claim. If you have already been forced out of a company, we are always happy to advise.
Employment Law Areas For Employers:
Our suggestions can help you take on better employees by improving your recruitment process and to avoid mistakes. Recruitment can be a legal minefield for employers. Job applicants are protected from all types of discrimination and the protection provided by the Equality Act applies in respect of the recruitment process, the terms of employment offered and the decision as to whether to offer them the job.
For a FREE no obligation consultation today on 0800 288 9947
Although employment contracts are not required under employment law when an employee commences work. A written statement, outlining the main responsibilities of the job role is required within the first two months of employment. A well drafted, comprehensive employment contract can be invaluable in protecting your business from an employee making a claim against you or other situations involving your employees that could be harmful to your business.
We are in the business of looking after your business, employment contracts drafted by our employment law team are thorough and take into account any action or future action of employees that business owners might not have even considered.
Speak to one of our experienced employment law solicitors today on 0800 288 9947
We will explore your requirements in detail to ensure your company handbook is legally compliant and meets the needs of your business. Whether you are providing an employment handbook for the first time, updating a number of policies, or introducing new policies as your business grows, you can trust your handbook is fit for purpose.
If you would like to speak to an expert employment lawyer, contact us today on 0800 288 9947
At My Law Matters we understand that dealing with disciplinary and grievance issues in the workplace is distressing for employers. Before taking disciplinary action against an employee, it is important to consider whether formal action is at all required.
It is essential for you to get expert employment law advice if you want to conduct a fair disciplinary or grievance procedure in compliance with the ACAS code. This is the area where we can help you.
Our employment lawyers can help you successfully manage staff who are often absent or who are off work due to long-term sickness. We provide a tailored sickness absence and performance management service, including ongoing day-to-day support. We work closely with employers and their HR teams, providing advice and guidance on the process to be followed.
Our solicitors have decades of experience and with offices over the UK we have an expert to help you wherever you are based. Call us on 0800 288 9947
Our specialist employment team have represented many businesses over discrimination at work. This means we are well equipped to help you try to resolve the issue, we will not only help you make a successful claim, but can help to ensure that this does not happen again.
The law surrounding discrimination can be incredibly complex, but our lawyers will explain all your options clearly, so you understand what is going to happen.
Whatever stage of growth your business is currently at, it is sensible to familiarise yourself with current redundancy procedures to make sure you comply with employment law
and take the best possible course of action for your business.
An employee may be dismissed by reason of redundancy due to the following scenarios:
- Business closure – If you cease or intend to cease to continue with the business.
- Workplace closure – If you cease or intend to cease to continue with the business in a particular location where the employee was employed.
- Reduced requirement for employees – If you have a reduced requirement for employees to continue with work of a particular kind or at a particular location.
By getting solid advice from an experienced employment solicitor you will be able to navigate a consultation process without the need for employees to make claims of unfair dismissal. Likewise, having clear redundancy policies and procedures in place for this kind of scenario, can assist in making somewhat difficult but necessary decisions to help your business continue to succeed.
Speak to one of our experienced employment law solicitors today on 0800 288 9947
Employees have a legal right not to be unfairly dismissed. Wrongful dismissal and unfair dismissal are two different types of potential claims to bring in an Employment Tribunal.
Wrongful dismissal arises when you do not follow the terms of your employees’ employment contract when dismissing them.
Unfair dismissal, on the other hand, is where you end your employees’ employment unfairly, either because the reason for dismissal, or the process used, was unfair. The law allows you to dismiss employees fairly if you use both a fair procedure to dismiss them and if you rely on certain fair reasons, for example the employees’ conduct or capability.
Due to the complexity of the law in this area, we recommend seeking unfair dismissal advice from expert employment law solicitors if you are considering dismissing an employee.
We recognise dismissals are sometimes necessary. For a dismissal to be fair there must be both a fair reason to dismiss, for instance redundancy, capability or conduct, and a fair procedure.
Because the law on dismissals is complex, it pays to take professional advice before any dismissal takes place. If you have an employee you are considering dismissing, our expert employment lawyers can guide you through the process and ensure that you are following a fair process so that your business is protected.
Settlement agreements are entered into in a variety of situations, most often where an employee has agreed with the employer that the employment is to terminate and the employer has offered a severance package. They can also arise as a result of a dispute between an employee and employer, causing the employee to leave the business due to dismissal or by resigning. Settlement agreements can be particularly beneficial where an employee is on long-term sick leave or has performance concerns, and the parties wish to avoid a protracted dismissal process.
Our team is highly experienced at advising on exit strategies and settlements including:
- The best tactics when looking to make a settlement offer to an employee
- “Without prejudice” meeting scripts; together with tailored or template correspondence
- Assistance with the negotiation of severance packages
- Drafting settlement agreements bespoke to the particular circumstances
The employment team at My Law Matters has the necessary expertise so that you can be sure the exit process is handled with discretion and in a way that protects your business as far as is possible.
TUPE refers to the Transfer of Undertakings (Protection of Employment) Regulations 2006 as amended. These regulations protect the employment contracts and conditions of existing employees when a business is transferred, for example through a sale or merger or there is a service provision change; for example, a client outsourcing work to a contractor.
Restructuring your business can lead to many changes for your employees. It’s important to be able to recognise if TUPE applies and to plan accordingly. Our employment solicitors can help you comply with your legal obligations and minimise your risk.
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