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.
Claims for Constructive Dismissal are tough to win. Read this post to see the feedback one of our Solicitors received yesterday following successful conclusion of a Constructive Dismissal claim.
In claims of constructive dismissal, one of the most crucial pieces of evidence the Employment Tribunal will consider is the employee’s resignation. Read on for more information about what should and should not be included.
Most days I get a phone call from a distressed client who has been dismissed after a few months with their employer. Read on for more information about what they can and can’t do.
Clients frequently ask about the difference between unfair dismissal and constructive dismissal. Read on for more about these types of claim at the Employment Tribunal.
Nearly every day, I speak to a client who wants to resign and claim constructive dismissal at the Employment Tribunal. This is usually because their employer’s behaviour has made it difficult, sometimes impossible, for them to continue in their job. Read on for five points to remember about constructive dismissal.
I recently helped a lovely client secure more than double the compensation he had originally been offered by his employer to sign a Settlement Agreement waiving claims related to Flexible Working & Constructive Dismissal. For details of my client’s story, and how I can help you, read on….
Clients frequently ask about the difference between unfair dismissal and constructive dismissal at the Employment Tribunal.
I regularly speak to clients who are distressed about the behaviour of their employers. They tell me they want to resign and claim constructive dismissal at the Employment Tribunal.