Why Would You Need Specialist Employment Lawyers?
People wrongly assume that employment lawyers are only seeking to exercise legal representation in the context of contentious affairs.
However, one of the most sought-after qualities in an employment lawyer is the ability to get matters resolved in record time and with the best possible results, regardless of how these results come about.
There are two aspects why you may need employment lawyers are negotiations for relationship building and resolving conflicts between employers and employees and troubleshooting and avoidance of employment where disputes arise.
Our full range of employment lawyers are on hand to assist you with any employment law matter. Get in touch with us today by calling 0333 305 9375 or using our live chat.
Assistance from Employment Lawyers in Negotiation
Our specialist employment lawyers are not only highly qualified professionals in their expertise in the field of employment law but also excellent negotiators.
Negotiation is a crucial element in legal conflicts, especially those concerning the relationship between employers and employees. A good negotiator will not drag your case out endlessly with needless contentions.
Troubleshooting and avoidance
Additionally, you’ll probably wish to avoid problems rather than wait for them to happen. To attain this goal, nothing beats a reliable employment team like ours.
We at IAS Law can walk you through the intricate cobweb of regulations comprised in UK employment law so that you don’t miss any important deadlines or paperwork. Call us today on 0333 305 9375.
Legal Employment Advice and Support from Employment Lawyers
Taking into account our proven experience in handling cases on both sides of the conflict, we at IAS Law are able to empathize with both parties and understand the general mindset by which they operate. This allows us to design a defence strategy that’s capable of giving you a head start in employment disputes and concocting quick and pertinent responses to claims made against you.
Legal Advice for Employers
Good employment solicitors should offer opportune advice and advise you on how to handle these cumbersome tasks and hindrances. We at IAS Law got you covered!
To ensure your employment policies and procedures are in line with UK employment law and to prevent or settle issues with your employees, you can reach out to us today. Call us today on 0333 305 9375 or contact us online. We have offices based in London, Manchester, and Birmingham to support employers in the UK.
Legal Advice for Employees
Employees are often met with issues that require assistance or legal representation, especially in the events of contract breaches, workplace discrimination, redundancy, and harassment. They may also want to summon employment lawyers when dealing with grievances or disciplinary issues.
Our firm likewise targets senior executives who are susceptible to coping with post-termination restrictive covenants and lengthy notice periods. Furthermore, these categories of employees are not exempt from many of the hurdles that ordinary workers usually go through.
Our employment team understands that, in most cases, employees are more financially limited, and for that reason, we have a legal fee structure that takes these factors into consideration.
What Services Do Our Employment Lawyers Cover?
Our employment lawyers cover a very wide array of topics, from employment contracts to working hours, wages, disciplinary and grievance procedures, equality and diversity in the workplace, and maternity and paternity leave, among many others.
Employment law also encompasses employer/union relations as well as employment law specialists such as union regulations. The areas covered by Employment Law are too numerous to list here, but we will attempt to give a quick overview of the most basic tenets of this discipline.
If you find that you are having issues with your employer, client or employee, you are looking for legal protection when dealing with employment matters, or you want your workplace procedures to be in line with UK employment law, we can help you.
Legal Rights and Obligations for Employers
It’s true that, in order to “level the playing”, special protection is granted to employees to the apparent detriment of hirers. Regardless, employers can have recourse to UK employment law for their benefit in many instances.
Employers are generally allowed to dismiss workers without any fair reason within two years after contract signature. This is comparatively much more than what is usually found in many other legislations abroad.
Even after two years, they could bring up a “substantial reason” for dismissal apart from the ones specifically listed in the Employment Rights Act of 1996.
Finally, they are initially not obliged to pay employees an amount beyond the National Minimum Wage.
According to the Employment Rights Act we just mentioned, you may only dismiss employees for the following reasons:
- Lack of capability
- Redundancy (if the position is no longer relevant to the company’s goals)
- Statutory illegality (the employee is infringing the law by working for you)
- Any other substantial reason (e.g., conflict of interests, lack of chemistry with other staff members, etc.)
Firing a staff member for reasons other than the ones disclosed above would constitute an unfair dismissal.
Furthermore, dismissing staff members is not as simple as issuing a dismissal letter, though this should be enough if you’re not bound to terminate a contract for fair reasons.
Legal Rights and Obligations for Employees
Employees often receive extra legal protection owing to their more vulnerable position. Nonetheless, they also have to abide by certain rules in order to be able to claim particular rights.
Employees’ protection is guaranteed from the moment they apply for a job. For example, the Equality Act of 2010 forbids any discrimination against job applicants based on gender, race, disability, and other similar traits. During employment, these types of discrimination are no less illicit.
Workers should be guaranteed at least the National Minimum Wage. This minimum wage is set according to age groups and categories. As a side note, the UK government reviews the minimum wage in April of each year.
Aside from payslips, employees have the right to:
- Receive a written statement of employment.
- Paid maternity, paternity and annual holiday leaves.
- Request flexible working hours.
- Receive protection against bullying and harassment.
- An average weekly working time limit of 48 hours (this doesn’t apply to senior executives, armed forces workers, domestic servants in private households, or other similar special categories).
Employees are also entitled to a safe working environment as stipulated under the UK Health & Safety at Work Act of 1974.
Nevertheless, employees are also tied to several legal norms in the exercise of their duties. To illustrate, they must:
- Comply with their hirer’s policies and maintain good behaviour in the workplace.
- Follow national safety regulations and contribute to the workplace’s health and safety policies.
- Obey lawful orders, provided that they’re reasonable and within the terms of the contract.
- Disclose any wrongdoing faithfully.
- Cease competing against their employer in business while employed.
- Look after their employer’s property while under their supervision.
- Use their skills to the best of their ability within the context of their role.
Employment Contract Services
An employment contract is an agreement between an employer and an employee by virtue of which an employee acquiesces to lending his/her skills and free time to the benefit of the employer while the employer agrees to pay a specific amount of money in return.
In addition, this agreement lays out a list of terms and conditions that both parties must follow so as to maintain good relations, not incur liabilities, or trigger legal actions.
According to the Employment Rights Act of 1996, this contract must be written, and the employer has the responsibility of providing the employee with an original copy.
It should also contain a detailed description of the individual’s role, as well as payment conditions, starting date, notice period, sick pay, etc.
We provide bespoke employment contract services to employers and employees. For support with creating a compliant employment contract for on behalf of your employees or advice on negotiating an employment contract you received from a potential employer, get in touch with our employment lawyers today. Call us on 0333 305 9375.
Support When There's a Breach in the Employment Contract
Upon a contract breach, the affected party must act as quickly as possible.
In light of the reciprocal nature of the employment contract, both employers and employees may take legal actions, though they’re also subject to waivers if they fail to do so in a prompt fashion. Also, these actions may differ in nature and content.
If You’re an Employer
You would need to initiate a disciplinary procedure. This procedure must follow the guidelines detailed in the Acas Code of Practice on disciplinary and grievance procedures if the company doesn’t have its own approved handbook.
If You’re an Employee
You should speak to your employer first and try to find an amicable solution before raising a formal grievance.
As a last resort, employees who wish to make claims against their employer or former employer can do so at an employment tribunal.
Still, there is one final step before heading toward the tribunal, and that’s enrolling in a conciliation stage with Acas.
You can also reach out to us for advice on the best course of action or help with reaching a settlement agreement so as to avoid clogging the employment tribunal.
Not accomplishing any of these actions in a timely cost effective manner could result in a tacit acceptance of the breach.
What Happens If There Is No Settlement?
In case there is no settlement, an early conciliation certificate is handed to the claimant, and the employment tribunal route opens up.
If you are dealing with a breach in an employment contract, get in touch with our employment lawyers today on 0333 305 9375.
The employment tribunal is a public body that’s part of the UK tribunals system. It is tasked with solving employment disputes related to unfair dismissals, redundancy payments, and discrimination claims, among others.
This tribunal is our last legal venue for getting a binding resolution to an employment issue and should be reserved for cases that weren’t unable to be settled through Acas (the conciliation service provider we mentioned earlier).
An employee can bring a case to the employment tribunal.
Normally, you would have three months minus one day to file a claim at the tribunal or six months if the claim is regarding equal pay or redundancy pay concerns. This period could be extended if an ACAS conciliatory procedure is still underway.
What Happens If You Receive a Notification About a Claim Made Against You?
If you, as an employer, are on the receiving end in a case involving an employment tribunal claim, you must respond hastily to the claims made against you and include supporting documents.
You may also rely on witness accounts to make your case more credible. Any evidence you provide will be disclosed to the claimant.
During the preliminary hearings, there is still a chance for an early settlement agreement. From the employer’s standpoint, cases brought to the tribunal can be very costly in terms of legal fees and prospective compensation – depending on their complexity and the time they take to reach a final decision -especially when devoid of legal expenses insurance.
For this reason, as an employer, you would want to have a tribunal case settled or terminated as quickly as possible, which is why you should get in contact with a member of our employment team at IAS Law for employment law advice and assistance.
The Employment Appeal Tribunal
The Employment Appeal Tribunal (or EAT) is the final court of appeals for cases pertaining to employment law infringements. This tribunal is essentially tasked with hearing appeals about rulings issued by an employment tribunal.
It is not allowed to decide the matter but to review the decision made by the lower court to ascertain whether it violated any legal provision. In that sense, it functions more like a review court rather than an appeals court.
You can’t appeal the decision just because you felt it did not conform to your interests. You must show beyond reasonable doubt that the lower tribunal made a legal mistake in its verdict. Examples of legal mistakes for these purposes would be the “error of law” and “error of fact”, which are blunders in the interpretation of both the applicable law and the facts, respectively.
For advice or support with the employment tribunal, your employment tribunal claim, appeal tribunal or related matters, call us today on 0333 305 9375.
Need Employment Advice or Support? IAS Law Can Help
Dealing with employment law matters can be stressful without legal or professional support. Whether you are an employee or employer, coming to a point where both parties are satisfied isn’t easy to reach without the right support.
Whether you are at the employment stage or are experiencing difficulties during or after employment, we can support you.
At IAS Law, our goal is to help employers and employees be happy and settled, whether that is by creating an employment contract, providing support at the employment tribunal, helping you deal with a job harassment or discrimination issue, reaching a settlement agreement, handling disputes in the workplace, or more.
Our employment lawyers are more than capable of offering initial advice and assisting in solving any issues related to dismissals, settlement agreements, contracts, employment policies, and much more.
Get in touch with us today by calling us on 0333 305 9375 or chat with us through our live chat.
Employment law is the body of rules and regulations aimed at establishing how the relationship between employers and employees should be carried out and how each party must proceed in the exercise of their respective roles. This legislation is meant to provide protection for both parties and ensure fairness in their dealings.
Some examples of this are the guidelines for drafting employment contracts contained in the Employment Rights Act of 1996. These are designed to safeguard both employers/companies and employees against any kind of unjust treatment and to guarantee that both sides of the relationship are clear in what they can and can’t do or what they can expect from one another.
To this effect, employment law is set to delineate a series of rights and obligations for both parties, applicable either before, during, or after employment. Some of these terms are derived from the contract itself, while others operate by virtue of a signed contract, which would constitute “law between parties”.
Whether you are an employee or an employer, we can support you with your employment law matter. Contact us today on 0333 305 9375.
ACAS stands for Advisory, Conciliation and Arbitration Service. It’s a government-sponsored public body that offers employment dispute resolution services for both actors in the labour relationship and clients.
UK employment law dictates that, before making a claim to the tribunal, you must first inform ACAS. When working with employment lawyers such as us, all you have to do is relax while we handle the processes for you.
The organisation will offer you a free “early conciliation” service, which should aid in reaching a settlement agreement so as to avoid clogging the employment tribunal.
Examples of a settlement agreement could be the consensual termination of an employment contract in exchange for compensation or the promise not to pursue legal claims.