Employment Law and Employment Tribunal representation
Members of our Employment team can advise and provide representation on all types of unfair dismissal claims at the Employment Tribunal and in appeals to the Employment Appeal Tribunal whether arising from capability or gross misconduct or from any other reason.
- Advice on disciplinary and grievance procedures
- Unfair Dismissal by reason of Unfair Redundancy and Selection, Consultation and Search for Alternative Employment.
- Unlawful deductions from wages
- Whistleblowing claims
- Continuity of employment issues
- Terms and Conditions of Employment including obligations and entitlements
- Advice on the Transfer of Undertaking Regulations
- Extensive experience in negotiating settlement of claims through ACAS or directly with solicitors.
Members of our Employment team have extensive experience of advising and providing representation at Employment Tribunals in claims for discrimination on the grounds of:
- Sexual orientation,
Disciplinary and Grievance Procedures
Despite the abolition of the compulsory adherence to grievance procedures before dismissal by the employer or a claim by an employee a failure of either employers or employees to follow them in the ACAS Code of Practice could lead to Employment Tribunals punishing the offending employer or employee by adjusting the amount of compensation by up to as much as 25%. At the same time both employers and employees are encouraged by the ACAS Code of Practice to mediate their disputes before they escalate into a full scale confrontation.
We can advise on the appropriate course to take account of these procedures.
Unfair Dismissal and Unfair Redundancy
We can advise on whether a fair redundancy has occurred and whether:
- A genuine redundancy exists
- An adequate consultation has taken place
- A fair redundancy selection has taken place
- A satisfactory search for alternative employment has taken place
We can advise on whether an employer have complied with the right procedures including prior verbal and written warnings and Disciplinary Procedure before dismissal or in the cases of sickness or capability by reviewing whether proper monitoring procedures are in place.