Employment Law

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.

 

Our services include:

 

• 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)

 

 

What is Unfair Dismissal?

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

 

• Conduct/Misconduct

• Capability/Performance

• Redundancy

• Statutory Illegality

• Some other substantial reasons

If the reason for your dismissal is not mentioned in the list your dismissal may be unfair.

 

What is Wrongful Dismissal?

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.

 

What is Constructive 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 contact@sterling-law.co.uk or complete our online enquiry form and we will contact you.

CONSULTATION
Services we provide
TUPE
TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations 2006. These regulations ensure that employees who are transferred to a new employer on the transfer of a business, do not suffer any detriment in the new employment.
There are a few ways that employees can be affected as a result of the Transfer of Undertakings (Protection of Employment) Regulations. One example of this is if an employee is transferred with a pay reduction, a loss of a pension entitlement, a loss of a right to a redundancy payment, or a loss of a right to statutory redundancy pay.
Disciplinary
Disciplinary procedure in employment law is a measure taken by an employer to address unacceptable behaviour such as insubordination, poor performance, or misconduct.
Employers typically follow the progressive discipline process, where they begin with verbal or written warnings and then move up to suspensions and finally, termination.
Discrimination
Age, sex, race, religion, disability, sexual orientation or another personal characteristic can be a basis for discrimination.
Equal Pay
Equal pay is the principle that all people in the same workplace should be expected to be paid the same rate for the same job, irrespective of their sex or other personal characteristics.
Redundancy
When being made redundant, you may be offered another job or redundancy pay. Employees are usually entitled to statutory redundancy pay if they have been working for their employer for 2 years or more.
If you are selected for redundancy because of pregnancy, disability, or age, this can be classed as unfair dismissal.
Unfair dismissal
Reasons for unfair dismissal include but are not limited to dismissal due to gender, age, disability or any other form of discrimination; if you asked to work flexibly; joined a trade union; took part in industrial action; exposed wrongdoing in the workplace (whistleblowing); were forced to retire.
Unpaid wages
Our employment solicitors can advise on unpaid wages, help settle disputes between employers and employees, advise on issues of final pay, maternity/paternity pay, sick pay.
Settlement agreements
A settlement agreement allows both sides to reach an agreement and avoid tribunal. It is your right to consult with a solicitor regarding your settlement agreement and usually, the employer covers the legal fees.
Employment contract
Our solicitors can help draft, review and advise on employment contract, NDA agreement and other documents.
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