Fixed fees & legal insurance
Wherever possible we will provide fixed rate fees. You will be advised in advance, of the costs, which will enable you to weigh up the commercial value of your claim.
Contact our Employment solicitors if you have any work related queries.
Who Do We Help?
Redkite Solicitors can help a range of employees and professionals from a variety of industry sectors including:
- Board members, such as Directors and non-Executive Directors
- Professionally regulated employees, e.g. solicitor, doctor, dentist or allied health professional and teachers
Redkite has a team of law specialists that have high levels of knowledge and experience in dealing with particular issues regarding the appointment, employment and dismissal of directors.
The services we provide include:
- Directors’ service agreements
- Removal of directors
- Compensation payments to directors for loss of office
- Employment tribunal claims
We offer directors a free, no obligation initial discussion with our qualified employment solicitors who specialise in directorial matters.
It’s important that recruitment processes are conducted in line with the relevant employment legislation. Employment law covers the recruitment process for all job applicants. If an applicant believes they have been discriminated against during a recruitment process, it is definitely worth seeking an expert legal opinion.
Whilst many employment contracts follow standard templates, certain contracts will benefit from expert professional advice. Examples include where there are restrictive covenants, such as post-resignation restrictions on future employment. An employment law solicitor can act for the employee. This facilitates any sensitive contract negotiations and protects the employee-employer relationship.
Disciplinaries and Grievances
If the employer is taking disciplinary action against an employee, consulting a solicitor for advice is highly recommended. An employer does not have all the relevant power in disciplinary proceedings. A solicitor can advise the employee of the steps an employer must take before holding the disciplinary hearing. In some instances, a solicitor intervention may be able to either prevent or postpone a disciplinary action.
Raising a grievance against an employer is a serious step. As with a disciplinary hearing, the employer is legally obliged to act fairly and not react to the grievance in a manner which could be construed as victimisation. Some employees only raise a grievance when things have become really difficult in the workplace and they have decided they wish to leave. It is important to seek legal advice before acting. Raising a grievance before leaving a job may not be the best strategy for the employee.
Harassment and Bullying
Everyone has the right to be treated with respect at work. When employees experience either bullying or harassment, the effects are very serious. Fortunately, employment law protects employees from such victimisation; employers have a duty of care. If an employee finds themselves in this unpleasant situation, seeking an employment law solicitor’s advice can help resolve matters and improve the work place environment.
Just as everyone has the right to be treated with respect at work, no employee should experience different treatment from their colleagues. Whether this is to do with pay or other working conditions, the Equality Act places a duty on employers to treat all employees equally. Under this legislation, there are eight protected characteristics that ensure employees are not discriminated against for reasons of age, gender reassignment, race, pregnancy and maternity, marital or civil partnership status, disability, religion or beliefs and sexual orientation.
Long-term Sickness Absence
Unfortunately, sometimes people become unwell or injured for a long periods of time. Some employees find they are under pressure to leave their employment after their sick leave entitlement has run out. Obtaining legal advice on employment rights can help the employee fully understand the available options.
In today’s uncertain world, many employees find that they are in a redundancy situation. Employees that have expert advice from an employment law specialist will be able to ensure fair treatment. Even if a job cannot be saved, the employee can receive their full redundancy entitlement.
TUPE stands for Transfer of Undertakings (Protection of Employment) Regulations 2006. It can apply when a company or service is transferred to a new employer. It is a specialised area of employment law. Employees who seek legal advice will gain an extra level of assurance that the incoming employer is treating them fairly and within TUPE Regulations.
Termination of Employment
Employment contracts are usually terminated by resignation. This is when an employee gives notice under the terms of their contract. If an employer dismisses an employee, there may be a dispute about the contractual grounds under which employment has been terminated. This may mean that there has been a breach of contract. In these cases, it is crucial to get urgent legal advice.
In cases where it is agreed that the employment will end, our employment law solicitors will work hard on their client’s behalf to obtain the best possible financial package. The team will ensure that the employee gets accurate legal advice and clearly understands what the terms of any settlement mean. Some settlements contain confidentiality clauses or time-limited restrictions on future types of employment.
Going to an Employment Tribunal
Our specialist team of solicitors has a wide range of experience in bringing successful cases to Employment Tribunals. In most cases, the solicitor working on the client’s behalf will initially engage with ACAS and mediation. Reaching an agreement at this pre-litigation stage can reduce the time and stress associated with pursuing a full case. However, should an Employment Tribunal claim to be necessary, Redkite will happily represent their client to achieve the best possible outcome.
Peace of Mind with Legal Costs
Redkite Solicitors provide fixed-rate fees wherever possible. Clients will always be given advice on the likely costs before starting any casework. Some clients may have cover for any legal expenses through existing insurance policies. If this applies, the team will liaise with the insurance company.
Having an experienced team of employment law solicitors on hand who support their clients every step of the way is vital. If you are facing employment issues or disputes, call Redkite Solicitors today.
Contact us on 01267 239 000 or complete our online enquiry form.