There is no general legal right for employees to take time off for routine medical or dental appointments where they are otherwise fit for work. Your employment contract might provide such a right but if not, time off is at your employer’s discretion.
If you have been offered a Settlement Agreement, you are likely facing an important and potentially life-changing decision. These agreements are often presented at moments of uncertainty; perhaps during redundancy, workplace disputes, following a long-term absence from work etc. It is essential that you fully understand your rights, your options, and whether the terms being offered are right for you.
I recently concluded a very lengthy Employment Tribunal Claim for my client and was delighted to receive a positive Five Star Review. For more information read on…
Whenever I am contacted by an employee who has been invited to a Disciplinary Hearing, one of the first questions I ask is have they received the Disciplinary Pack. This is a crucial component of any Disciplinary Procedure, but not all employees are aware of this important element. This blog looks at what a Disciplinary Pack is.
If you are pursuing a claim for Unfair Dismissal, your ex-employer will want to understand the value of your claim as early as possible. For this reason, once you have provided them with details of your losses (often in a document termed Schedule of Loss), they may ask you to provide mitigation of loss evidence. This post deals with what mitigation of loss means, and the type of evidence you can gather to support your claim and the losses you seek to recover.
Representing yourself at the Employment Tribunal can be daunting and stressful. Adding to that stress is the language used by the Employment Tribunal which can be difficult to understand. One of the questions we are often asked is about Further and Better Particulars and what that means. We hope to provide some guidance in this blog as below. However, if you would like a free enquiry call to discuss your matter, simply call us on 01522 440512 and we will be happy to help.
During the COVID-19 pandemic, many employees began homeworking or hybrid working (working partly in the office and partly at home). This worked well for many employers and employees alike. After the pandemic, the trend towards homeworking and hybrid working continued but more recently there has been a shift towards employers asking its employees to spend more time in the office. If this has happened to you, you may wish to know whether your employer can compel you to return to the office if you do not want to return.
It is a requirement of a Settlement Agreement that an employee takes independent legal advice on its terms and effect. Here at Lincs Law Employment Solicitors, we offer a Fixed Fee service to provide bespoke advice of this nature. Through the provision of my detailed advice, read on to learn how I assisted my client enhance their Settlement Agreement terms, and received a lovely 5-Star Review…
We are often asked about claims for Unfair Dismissal from clients who have been made redundant by their Employer. If you have been made redundant and have concerns about the fairness and lawfulness of your dismissal, read on.