Here at Lincs Law Employment Solicitors, we often advise clients facing disciplinary proceedings. If you are in this situation, try not to panic. We are here to help. Please read on to find out more.
We are regularly contacted by clients who have been invited to a Protected Conversation to discuss a Settlement Agreement. However, they often don’t understand what a Protected Conversation, or Settlement Agreement is. This blog looks to give a general overview of both concepts and how I have recently helped clients who went through this process.
After raising concerns at work, my client was offered a Settlement Agreement to leave her employment and waive her employment rights and claims. I was delighted to assist my client by identifying the Employment Tribunal claims (including discrimination under the Equality Act 2010) she would be waiving if she signed the Settlement Agreement and advising on her options. Please see below.
Many employers instigate what are termed “Protected Conversations” as a way of ending the employment relationship with their employees. This begs the question, what are Protected Conversations and what can employees ask for as part of them….
It is a concern of many people with health conditions that if they are obliged to disclose information about their health during the recruitment process, it may have a negative impact on their application and their chances of being selected for the role. Section 60 of the Equality Act 2010 addresses the problem of discrimination against disabled people in recruitment by imposing a general prohibition on employers from asking potential recruits questions about their health. There are however exceptions and an employer may be able to ask health questions for particular reasons.
At Lincs Law, we are often contacted by employees who are facing disciplinary action because they have allegedly touched a colleague at work. These employees are often shocked when they are told their actions could amount to discrimination. In this blog, we provide a summary answer to the above questions.
We regularly speak to employees who are having difficulties at work and want to look at their options including bringing claims against their employer at the Employment Tribunal. However, litigation can be a daunting prospect, especially as many employees don’t know how an Employment Tribunal claim will be conducted. This blog looks to provide a brief overview of the Employment Tribunal Process.
Here at Lincs Law Employment Solicitors, we understand some clients are pleased to receive an offer of a Settlement Agreement as they view it as an opportunity for change. For others, the Settlement Agreement is offered out of the blue and they struggle with the fact their employer wants them to leave. Here at Lincs Law Employment Solicitors, we are here to help. I have recently advised clients in respect of their Settlement Agreements and have been delighted to receive several 5-star reviews. Please read on to find out more.
Here at Lincs Law Employment Solicitors, we assist clients with a variety of workplace issues. This can include pay issues, bullying, discrimination, or concerns about working practices, for example. We will often advise our clients to raise a Formal Grievance in relation to their workplace problems. However, is raising a Formal Grievance really worth it? Please read on to find out more.