We can advise your business on a wide range of employment matters.
If you require advice in any other area, please contact Jenny Renshaw on 01629 822 515.
Take advantage of our free 30 minute consultation. Speak to Jenny Renshaw on 01629 822515
If your business receives an employment tribunal claim, you should take legal advice as soon as possible. By taking the correct advice, you may not only save a considerable sum of money and time but may also protect the reputation of your business.
We will always aim to provide our business clients with practical advice on the best strategy whether it be fighting or settling a claim brought against them.
We are able to deal with all types of claims including:
We can also assist you in considering alternatives to redundancies such as staff re-organisations, pay deductions and short time working.
You might consider redundancy when an employee is dismissed because they are no longer needed by your organisation.
We can advise you on all aspects of redundancy, including the consultation process, redundancy selection and appropriate statutory redundancy pay. Where necessary we can also facilitate a compromise agreement.
As an employer, you are required to consult your employees about potential redundancy. If twenty or more employees are to be made redundant in a single workplace within 90 days or less then you are required to undertake collective consultation with employee representatives.
If an employee feels they have been unfairly selected for redundancy, he/she may bring an Employment tribunal claim alleging unfair dismissal.
We can assist in dealing with matters of unlawful discrimination which may be raised by an employee against your business. It is unlawful for employers to discriminate on grounds of:
We can also help with compliance of the anti-discrimination legislation by improving your workplace practices and procedures and advising on the implementation of an equality policy at your business.
Employers must provide certain details (such as hours of work, pay, job title and place of work) in a single document called"terms and conditions of employment". It is usually a good idea to set out any other terms that you want to be able to enforce and be bound by.
Employment contracts should take into account any action or future action of employees - something that most business owners might not consider at the outset. Employment contracts will often include restrictive covenants such as non-solicitation, confidentiality and non-competition.
If you have a contract of employment query, please give us a call on 01629 822515.
A compromise agreement is a legally binding agreement made on termination of employment. We are able to act for both employers and employees.
In order for a compromise agreement to be legally binding, the employee must take independent legal advice. Compromise agreements usually include an offer of an ex gratia payment by the employer which may be tax free up to £30,000. In return, the employee agrees not to pursue any claims against the employer.
If you are an employee needing independent legal advice in relation to a Compromise Agreement, get in touch with Jenny Renshaw today.
tel: 01629 582308
email: send email