More commonly we are receiving enquiries from clients who are being asked by their employers to attend what are termed “Protected Conversations”. Set out below is some information about what these types of conversation are, when they might be offered, and some useful guidance on the types of topics to ensure are covered. Read on for more…
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….
Statements made in a genuine attempt to settle an existing dispute would generally be prevented from being put before a Court or Tribunal as evidence of admissions against the interest of the party that made them. This is known as the Without Prejudice rule. Essentially statements can be made by a party without that party losing or prejudicing their legal rights. Read on for more information on its relevance in employment related disputes.
I recently concluded an Employment Tribunal claim for a client who had been forced out of their job. Claims of this nature are notoriously difficult to pursue. Read on for information about how I helped, along with my client’s lovely review.
I was over the moon to receive some beautiful flowers and a thank you card from a client I have just finished working with. Read on for more information.
I have just successfully concluded an Appeal against Medical Retirement Decision for a Civil Service employee. Read on for more information.
There is a common misconception that just because a party is successful at the Employment Tribunal, the losing party will always cover any legal costs. This is not true and in the Employment Tribunal, costs are very much the exception, rather than the rule. Read on for more information about when a costs order may be made.
If you are successful in a claim for Unfair Dismissal, you are likely to seek compensation for loss of earnings. Read on for advice on maximising your losses and reducing the risk of your opponent claiming you failed to “mitigate your losses”.
If you are contemplating pursuing an Employment Law claim in the Employment, what is the most cost-effective way to do so?