Employment Law

We have experience in drafting any paperwork necessary for the employer, including:

  • Contacts
  • Policies
  • Procedures
  • Letters
  • Appraisals

We have experience in all types of claims against employers including:

  • Breach of contract or wrongful dismissal
  • Unfair dismissal and related claims ( sections 93 and 111 Employment Rights Act 1996)
  • Statutory redundancy payment (section 163 Employment Rights Act 1996)
  • Unauthorised deduction from wages (section 23 Employment Rights Act 1996)
  • Unlawful detriment ( section 48 of the Employment Rights Act 1996)
  • Employment particulars and pay statements (section 11 Employment Rights Act 1996)
  • Time off work sections (51, 54, 57, 57B, 60, 63 and 63C Employment Rights Act 1996)
  • Working time or holiday pay (regulation 30 Working Time Regulations 1998)
  • Inequality of terms (sections 120 and 127 Equality Act 2010) (section 2 Equal Pay Act 1970)
  • Discrimination on grounds of sex ( section 120 Equality Act 2010)
  • Discrimination on grounds of disability (section 120 Equality Act 2010)
  • Discrimination on grounds of religion or belief ( section 120 Equality Act 2010)
  • Discrimination on grounds of sexual orientation (section 120 Equality Act 2010)
  • Occupational and Personal Pension Schemes (Consultation by Employers and Miscellaneous Amendment) Regulations 2006


We have a great deal of experience in this area and we can:

  • Draft any employment documents
  • Advise you on your policies and/or contracts
  • Advise on disciplinary, maternity, redundancy
  • Conduct disciplinary, maternity, redundancy
  • Strength of any claim
  • Correspond with the other party
  • Advise on Compromise Agreements
  • Defend tribunal court proceedings
  • Provide or arrange representation at court

Of Interest

As of April 6th 2012, new legislation means that all new employees who begin employment on or after that date now must work be working in your business for 2 continuous years before they can claim unfair dismissal. Prior to the above date, it had only been one year. There are some exceptions as set out in s.108(3) of the Employment Rights Act 1996, including (but not limited too): redundancy due to pregnancy; parental leave; an employee refusing to opt-out of the 48 hour work week; whistle blowing and trade union membership.