Redkite employment solicitors provide support and practical advice for both directors and employees on a wide range of employment issues which include:
- Contracts of Employment
- Disciplinary and grievance issues
- Long-term absence
- Termination of employment
- Settlement Agreements
Fixed fees & legal insurance
We will provide fixed rates wherever possible. You will be notified of the costs in advance, allowing 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 legal professionals with a strong level of knowledge, experience and expertise in dealing with unique issues relating to appointing, hiring and dismissing 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.
Recruitment procedures must be conducted in accordance with the relevant employment legislation. Employment law includes the process of recruiting for all job applicants. If an employee feels that they were discriminated against during a recruitment process, it is worth seeking a legal opinion from a solicitor.
Although many employment contracts follow standard templates, certain contracts will benefit from professional expert advice, specifically tailored to the business. Examples are where restrictive covenants occur, such as restrictions on future employment following a resignation. An employment law solicitor will act for the employee. This facilitates all delicate contract negotiations, protecting the relationship between employee and employer.
Disciplinaries and Grievances
When an employer takes disciplinary measures against an individual, it is strongly advised that a solicitor be contacted, in advance for relevant legal advice. During disciplinary proceedings, an individual does not have all of the necessary power. A solicitor can inform the employee of the measures that an individual will take before the disciplinary hearing is conducted. In some instances, intervention by a solicitor could either prevent or postpone a disciplinary action.
It is a serious step to raise a grievance against an employer. Like any disciplinary hearing, the client is legally obliged to act fairly and not to react to the claim in a manner that could be perceived as victimisation. Some employees may raise a grievance when conditions in the workforce have become very difficult, and they have decided they want to resign. Prior to acting it is important to seek legal advice. It may not be the best strategy for the employee to raise a grievance before leaving work.
Harassment and Bullying
We all have the right to be treated with respect in the workplace. When employees encounter bullying or abuse, the effects are serious. Employment law safeguards employees from such victimisation; employers have a duty of care to their staff. If an individual finds themselves in this unpleasant situation, seeking advice from an employment law solicitor will help resolve issues and improve the overall environment in the workplace.
Just as everyone has the right to be treated with dignity in the workplace, no employee should be treated any differently from their colleagues. Whether this is for pay or other working conditions, employers are required to handle their employees fairly under the Equality Act. Under this law, there are eight protected features to ensure that employees are not discriminated against on basis of age, gender reassignment, race, pregnancy and maternity marital or civil partnership status, disability, religion or belief, and sexual orientation.
Long-term Sickness Absence
Sadly, often people get ill for a long period of time, or get injured. Some employees find that after their sick leave entitlement has run out, they are under pressure to leave their employment. Obtaining employment rights legal advice will help the individual to fully understand their choices.
In today’s uncertain world, a number of employees consider themselves in a position of possible redundancy. Employees who receive expert support from a specialist in employment law will be ensured that they receive fair treatment. If a job cannot be saved, the employee will also enjoy their complete right to redundancy.
TUPE stands for Transfer of Undertakings (Protection of Employment) Regulations 2006. This may occur when a company or service has been transferred to a new employer. It is a specialised field of employment law. Employees seeking legal advice will obtain an additional level of confidence that they are treated fairly by the new employer and within TUPE Rules.
Termination of Employment
Usually, employment contracts are terminated by resignation. This is when an individual offers notice under their contract terms and conditions. If an employer dismisses an employee, a dispute can arise about the contractual basis for terminating the employment. This may mean a breach of contract occurred. It is important to get urgent legal advice in these cases.
In situations where it is agreed that the employment will end, our employment solicitors will work hard on behalf of their client to achieve the best financial arrangement possible. The team will ensure the employee receives accurate legal advice and knows exactly what any settlement terms mean. Many deals contain confidentiality clauses or time-limited restrictions on future employment.
Going to an Employment Tribunal
Our team of experts have a wide range of experience in bringing successful cases to Employment Tribunals. In most cases, the solicitor who acts on behalf of the client must first engage with ACAS and mediation. Attaining a deal at this point of pre-litigation will reduce the time and stress associated with pursuing a full case. However, should an Employment Tribunal claim to be required, Redkite will defend the client in order to achieve the best result.
Peace of Mind with Legal Costs
Redkite Solicitors provide fixed-rate fees, wherever possible. Clients will also be advised on the possible costs, before the casework is started. If any clients already have cover for existing insurance plans, for legal expenses, then our Redkite team will work closely with the insurance company.
It is important to have an experienced team of employment solicitors on hand to support their employers at every step of the way. When you have work related issues or conflicts, contact Redkite Solicitors today.
Call us on 01437 763 332 or complete our online enquiry form.