Our team of professional lawyers can advise both employers and employees.
We provide advice on cases ranging from Unfair Dismissal, Constructive Dismissal, Discrimination at the workplace, Misconduct, Settlement, Maternity rights, and Post-termination.
We offer an initial free case assessment with one of our employment lawyers to discuss your matter and provide directions.
• Reviewing your employment contract before you start working
• Disputes during employment including disciplinary and grievance procedures
• Discrimination based on sex, disability, race, sexual orientation, religion or belief and age
• Maternity and other Parental and Family rights
• Unfair, Constructive or Wrongful Dismissals
• Redundancy/ Restructuring
• National Minimum Wage
• Holiday pay/sick pay
• Settlement agreements
• Employment Tribunal claims (ACAS Early Conciliation representation)
If you believe your employment was terminated without a fair reason, you may be able to claim against your employer (usually if you have been employed for 2 years or more, different rules apply for discrimination cases).
In the event of dismissal, your employer must provide you with a fair reason for your dismissal set out under Employment Rights Act 1996
• Statutory Illegality
• Some other substantial reasons
If the reason for your dismissal is not mentioned in the list your dismissal may be unfair.
Wrongful dismissal is a claim for a breach of contract. For wrongful dismissal claims the employee does not have to work for the employer for 2 years. If you have been dismissed without notice or proper notice has not been given to you, you can bring a claim on the grounds of wrongful dismissal.
To bring a claim under Constructive Dismissal an employee needs to prove that the contract of employment has been terminated by the Employee in response to his Employer’s conduct (misconduct). If you believe you have a constructive dismissal claim you must resign immediately, otherwise, your employer may argue you have accepted inadmissible conduct or treatment.
Contact our Employment lawyers today by simply calling us on +44 7 305 966 531 or +44 20 7822 8535
Send us an email to email@example.com or complete our online enquiry form and we will contact you.CONSULTATION
Our client, a non-EEA national, initially obtained a residence card as the spouse of an EEA national. Our client subsequently divorced from his EEA national spouse and obtained a residence card under the Retained Rights route. The client then applied for permanent residence, which was refused and a subsequent appeal was dismissed by First-Tier Tribunal as the Judge wrongly thought the client needed to be a qualified person, not his EEA national spouse during the time their marriage lasted. Permission to appeal on this basis was granted.
We have reviewed the EPC contract and provided a legal opinion on force majeure clauses (re Covid-19) and its implications.
Engineering, procurement, construction and commissioning (EPC) contracts are the most common form of contract used to undertake construction works by the private sector on large-scale and complex infrastructure projects. Under an EPC contract, a contractor is obliged to deliver a complete facility to a developer who needs only turn a key to start operating the facility, hence EPCC contracts are sometimes called turnkey construction contracts.
A statutory demand is a request for the payment of outstanding debt.
If you have an undisputed amount due to you or to your business (e.g. an unpaid invoice) then you can file a form called statutory demand requesting a debtor to settle the debt.
A statutory demand is a kind of a warning from you to a debtor that the failure to repay the debt might result in the start of a procedure in the courts to make the debtor bankrupt. This form is often used as a legal tool to apply pressure on the debtor to ensure that they repay their debt.
In the recent case of Topadar v Secretary of State for the Home Department  EWCA Civ 1525 the Court of Appeal examined two questions:
At what point is an immigration application decided by the Home Office?
Is it procedurally unfair for the Home Office to refuse an application due to the applicant’s sponsor (i.e. their employer) failing to provide additional information (without the applicant ever being made aware of the request)?
The Court of Appeal decided:
Conditions can be attached to a person’s permission to enter or stay, and this includes a condition requiring a person to register with the police when in the UK. In this post, we look at the police registration requirement, how to register with the police, where to register with the police, and the potential consequences of failing to register with the police.