Having started out representing employees in Employment Tribunal cases, one Employer we successfully litigated against contacted us afterwards to help them tackle other claims they were facing. In advising and representing them since, they have never had to fight another Tribunal case, let alone lose one.
We increasingly advise Employers facing tricky employment law issues that affect their business. With the benefit of vast experience, we know the strengths and weaknesses of employees’ cases. The best initial advice for any Employer is:- solve cases internally, if at all possible. This is the best chance of avoiding external escalation where far less controllable factors can take over.
Employment Tribunal cases can be long, miserable experiences that drain money and energy. While that can cut both ways, an Employer’s resources are far better ploughed into their business. Properly dealing with issues at the outset can hugely save on many aspects down the line.
Having started out representing employees in Employment Tribunal cases, one Employer we successfully litigated against contacted us afterwards to help them tackle other claims they were facing. In advising and representing them since, they have never had to fight another Tribunal case, let alone lose one.
We increasingly advise Employers facing tricky employment law issues that affect their business. With the benefit of vast experience, we know the strengths and weaknesses of employees’ cases. The best initial advice for any Employer is:- solve cases internally, if at all possible. This is the best chance of avoiding external escalation where far less controllable factors can take over.
Employment Tribunal cases can be long, miserable experiences that drain money and energy. While that can cut both ways, an Employer’s resources are far better ploughed into their business. Properly dealing with issues at the outset can hugely save on many aspects down the line.
Using internal processes means spending time and effort on grievance procedures – taking them seriously and using them to your best advantage. It is an arena that you can control. That said, if the factors are right to fight then we have much experience in vigorously defending claims. A robust and successful defence can be a sound investment – for example, in sending a strong message to others waiting in the wings.
Knowing when to fold or when to fight takes experience and expertise. An early and realistic view of how matters are likely to play out can massively save on resources. Expectations can be managed, and nasty shocks avoided. We can advise you every step of the way from dealing with an initial Grievance, an underperforming or absent employee – all the way through to successfully defending Tribunal proceedings.
We are happy to consider a fee arrangement that suits your business needs – from Fixed Fees to Hourly Rate – or even an Annual or Monthly Retainer. law services for Employers.
Successfully represented Employers subjected to contested redundancy proceedings. Although not involved from the outset, we have managed to very substantially mitigate the effects of mistakes made by Employers who did not take proper advice early on.
Advised a highly-ranked Surrey school when one of their long-serving teachers was suspected of misconduct. Our advice and assistance helped a very sensitive and intricate situation from escalating and allowed the matter to be discreetly and proportionately settled.
When one of their forklift drivers lost their leg due to a health condition, our client was faced with no reasonable option but to terminate their employment on capability grounds. It was ensured that all proper processes were followed. The employee nevertheless took a Trade Union-backed disability discrimination and unfair dismissal Employment Tribunal case. Conducting a robust and determined defence of our client’s rights, the Claimant eventually withdrew their claims unconditionally shortly before the final Hearing. This was after it was established that their claim that they could safely drive our client’s forklift trucks with a false leg could not be substantiated.
We represented our large food wholesaler client in successfully defending an unusual unfair dismissal claim. One of their delivery operatives had collected a large sum in cash from their daily round only for all of it stolen from their rucksack just minutes before returning to HQ. With suspicion – but no hard evidence – falling on the Employee for conspiring to engineer the theft, the employee was dismissed for the most defendable grounds. Their subsequent unfair dismissal claim was rejected by the Employment Tribunal following a hearing.
