One of the first issues many of my clients are concerned about when considering whether to start Employment Tribunal proceedings, is how much it will cost them. This is a very important issue and so I always give clear advice on funding during initial client consultations. Read on for more about just one funding option, termed legal expenses insurance.
Did you know you could request flexible working?
Every employee in the UK has the statutory right to ask to work flexibly after 26 weeks of employment. The right to make a statutory request can only be made once in any 12 month period. This post looks at the most important factors to take into account before and during a formal application to work flexibly and my next post will look at the potential claims available to employees who have their requests to work flexibly unfairly rejected.
The Court of Appeal has confirmed by Judgment dated 19 February 2019 that a dismissal by reason or principle reason of a TUPE transfer is automatically unfair. Read on if your employer is changing or has recently changed and you are experiencing difficulties at work.
With more store closures on the High Street, it has been reported this week that redundancies cost the UK tax payer over £298 million in 2018[1]. Facing redundancy can cause uncertainty and anxiety for those employees at risk. This post explores some of the key things to expect and bear in mind.
Choosing a solicitor to advise you on the terms and effects of your Settlement Agreement can mean the difference between a good or bad outcome. Contrary to certain myths, not all solicitors are the same. This post contains feedback I recently received from a client with a Settlement Agreement. Read on to find out how I helped achieve the best outcome for my client.
Before getting geared up to claim Unfair Dismissal, you should have a basic understanding of the realistic value of your claim. This post explores the compensation the Employment Tribunal may award, and highlights why expert advice, from our specialist solicitors could see you reach a far more positive outcome than you ever imagined!
Valentines Day and the immediate aftermath can cause chaos within the workplace. For example, is it acceptable to send a colleague a Valentines card, or could you leave yourself and your employer open to claims of sexual harassment? On the other hand, have you received a Valentines card or messages which you feel are too much? Set out below is some guidance on what the law says, along with some practical guidance.
Yesterday’s Court of Appeal decision should serve to remind all employees (and employers) of the importance of lodging claims, responses and appeals in good time before a time limit expires and to take account of possible glitches at the point of submitting documents could lead to claims being out of time. Read on for more about this important case.
If you have been sacked and are worried that all is lost, read this post to see how I recently achieved another reinstatement result for an unfairly dismissed client.