Employment Solicitors in London | Why Harding Mitchell?
Harding Mitchell Employment Solicitors in London are a leading employment law firm . Our team of employment law Solicitors in London have the expertise in representing clients in connection with both contentious and non contentious employment matters.
When employment disputes arise, this can have a profound effect on all those involved in the situation.
Harding Mitchell Employment Solicitors in London understands that people care passionately about their cases and demand the best legal advice. Therefore, we have built a formidable reputation on providing just that.
With our offices in Balham, Stratford and Central London, we have a team of employment Solicitors in London that are here to provide you with the advice you need to solve your employment issues.
Employment Law is currently undergoing rapid change and in order to cope with the increasing complexity of employment legislation, you will require up-to-date and timely advice.
Our firm is happy to discuss a range of legal funding from fixed fees, no win no fee agreements and hourly rates.
Our lawyers have an excellent track record of settling cases without the need for matters to proceed to the Employment Tribunal.
Our expert Employment Solicitors in London act for both employers and employees which give them an understanding of both sides. We have the size, experience and skills to represent all types of employers, both large and small as well as individual employees.
Are you an Employee?
If you are experiencing problems at work and are not clear about your legal rights, our Employment Solicitors in London can assist you in the following:
– Changes to Terms and Conditions of your Contract of Employment
Employees should be provided with written Terms and Conditions of their Employment, which normally include details relating to pay, hours, annual leave and a job description.
These agreed Terms and Conditions however, should only be normally changed with the agreement of both parties. The Employer must follow certain procedures before they can change your existing Terms and Conditions that have been agreed.
– The Equality Act
Your Employer should ensure that it has policies in place to treat workers fairly and prevent discrimination. Under the Equality Act which became law in 2010, it is unlawful to discriminate against people at work for- age, disability, race, sex, gender reassignment, marriage and civil partnership, religion or belief, sexual orientation and pregnancy and maternity.
The Equality Act also covers equal pay between men and women who are doing equal work.
– Bullying and Harassment at Work
Bullying and harassment is any unwanted behaviour that makes someone feel intimidated, degraded, humiliated or offended. The bullying or harassment can be between individuals or it may involve groups of people. It can also occur in written communications, by phone or through email, not just face-to-face.
Examples of bullying / harassing behaviour could include, but is not limited to:
spreading malicious rumours, or insulting someone
exclusion or victimisation
deliberately undermining a competent worker by constant criticism
– Unfair Dismissal
Your dismissal could be unfair if your employer does not-
have a good reason for dismissing you, or
follow the company’s formal disciplinary or dismissal process
Constructive dismissal is when you are forced to leave your job because of your employer’s conduct.
The reasons you leave your job must be serious and not minor, for example, they:
do not pay you
demote you for no reason
force you to accept unreasonable changes to how you work
Redundancies occur when employees are dismissed because their job no longer exists. Employers should consult affected employees before they make redundancies. Employees have the right to a lump sum ‘redundancy payment’ if they are dismissed because of redundancy and have 2 years continuous service.
– Negotiation and advising on Settlement Agreements
A ‘Settlement Agreement’ is a legally binding agreement following the termination of your employment. It usually provides for a severance payment by your employer, in return for you agreeing not to pursue any claim you may have to an Employment Tribunal.
You must have the Settlement Agreement explained by an independent solicitor before the agreement becomes binding. In any Settlement Agreement situation we will assess what is being offered to you and advise you on your potential entitlements if you decide to bring an Employment Tribunal claim rather than accept the sum on offer. We are able to negotiate with your employer to adjust the agreement in relation to the proposed settlement sum.
-Services we offer
We have the expertise in representing both claimants and respondents from the start to the end of the Employment Tribunal Claim in all sorts of Employment disputes including:-
Breach of Contract
Unlawful deduction of wages
Are you an Employer?
We are of the strong opinion that prevention is better than the cure. We therefore provide a wide of employment services for employers. This includes the drafting of Contracts, Compromise Agreements, Employee Handbooks and other HR documents. We are also happy to review and update existing HR documents for your organisation.
We provide advice on conducting disciplinary hearings and grievance hearings, in addition to advising on Redundancy Procedures.
We can represent you at the Employment Tribunal to defend Employment Tribunal Claims in a vast range of employment disputes. Our aim is always to find the best solution for our clients, which is not only cost effective but also protects the reputation of the business.
Our specialist Employment Solicitors in London with their vast experience can help find a well thought out practical solution to assist your business.
Our team of specialist lawyers have an excellent track record of defending claims and even seeking costs from the other side for cases that are vexatious and with no merits.
For more information, please contact our Employment Solicitors in London , by telephone on – 020 3191 8080 or drop us an email.