The simple answer is yes, you can. Whilst an employee receives additional protection whilst on maternity leave such additional protection should not be seen as a ‘blanket cover’. An employer is entitled to continue investigating potential disciplinary matters which come to their attention.
I am very happy to announce I have joined Lincs Law as an Associate Employment Law Solicitor. Having previously worked with both Sally Hubbard and Sophie Goodwill at a local firm of solicitors, I am very excited to continue my career with Lincs Law.
Just because your employer says you are redundant, it doesn’t necessarily mean your dismissal is fair. If you are facing redundancy, read my post for some essential guidance.
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.
I recently assisted a client with a difficult situation at work where she faced allegations relating to her performance and capability. As my client had less than two years of service, she was anxious the allegations would lead to her dismissal and she would have no recourse in the Employment Tribunal. Read on to see how I helped her….
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.
Friends, generalist advisers and the internet will tell you that you need two years’ service with your employer before you can bring a claim for unfair dismissal at the Employment Tribunal. To a certain degree they are correct, two years’ service is the general rule. However, the benefit of being specialist employment solicitors is that, at Lincs Law, we don’t just know the general rules but all the exceptions as well. Read on for more information.
If you have been sacked and are worried that all is lost, read this post to see how I recently achieved another reinstatement result for an unfairly dismissed client.
Many employers offer a benefit to their employees termed “ill health retirement”. Where available, this benefit can provide immediate access to pension funds if an employee is too unwell to continue working. Read on to see how I can help if you have a dispute with your employer about access to your pension fund.