I receive many enquiries from employees who are experiencing workplace problems and who are offered a Settlement Agreement as a way to resolve those problems and end the employment relationship. As an employee it can be difficult to know whether accepting a settlement is in your best interests and to know whether any financial offer is reasonable. I recently helped a client who was in just this situation. Read on for more information about my client’s story.
The Statutory Code of Practice on Dismissal and Re-engagement (more commonly known as the Code of Practice on Fire and Rehire) came into force on 18 July 2024. Read on for more information about the purpose and application of the Code.
I was delighted to help my client who had been subjected to victimisation and disability discrimination at work. Read on for more information about my client’s story.
If you have a successful claim for discrimination in the employment tribunal you may be entitled to compensation for injury to feelings. Read on for more information about what injury to feelings means and what may be awarded.
If you are facing disciplinary action you may look to resign before you are subject to any disciplinary sanction such as a written warning or, worse, dismissal. However, your employer can try to continue with disciplinary proceedings, even after you have resigned and your employment has ended.
I was delighted to help my client settle their constructive unfair dismissal claim. Read on for more information about my client’s story.