Redkite employment solicitors offer support and practical advice for both directors and employees on a wide range of employment issues, which includes:
- Contracts of Employment
- Disciplinary and grievance issues
- Long-term absence
- Termination of employment
- Settlement Agreements
Fixed fees & legal insurance
Wherever possible, we will apply fixed rates. You will be notified in advance of the costs that will be incurred, which will enable you to weigh up the commercial benefit of your claim.
Who Do We Help?
Redkite Solicitors can help a range of employees and professionals from a variety of industry sectors including:
- Board members, Directors and non-Executive Directors.
- Professionally regulated employees, e.g. solicitors, doctors, dentists or allied health professionals and teachers.
Redkite has a team of legal experts with a broad level of expertise and practise in coping with complex problems relevant to appointing, recruiting 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
Recruitment processes must be carried out in compliance with the applicable employment laws. Employment law involves the selection process for all job applicants. If an applicant believes that they have been discriminated against during the recruitment process, it is definitely worth them seeking professional legal advice.
While certain employment contracts follow uniform templates, some contracts may benefit from high quality, specialist advice. Examples are where binding covenants are made, such as limits on future employment after resignation. Our employment solicitors will act on behalf of the employee. We will approach all contract negotiations with delicacy, to maintain the relationship between the employee and the employer.
Disciplinaries and Grievances
When employer takes disciplinary action against an employee, it is recommended that a dedicated Redkite solicitor be consulted for advice. During disciplinary proceedings, a person does not have all the requisite powers. A prosecutor can notify the employee of the measures taken by the individual before the disciplinary hearing takes place. In some cases, the presence of a counsel could either avoid or delay disciplinary action.
It is a drastic measure to file a lawsuit against an employer. At a disciplinary hearing, the defendant is constitutionally obligated to behave reasonably and not to respond to the allegation in a way that may be interpreted as victimisation. Many workers present a grievance, as circumstances in the workplace may have become quite unpleasant, and they have subsequently chosen to resign. It is hugely important to seek legal advice before acting. It may not be the best strategy for an employee to lift a claim before leaving work.
Harassment and Bullying
We all have the right to be treated with dignity at work. If workers are harassed or bullied; the consequences are severe. Fortunately, employment law safeguards workers against this victimisation; managers have a duty of care. If an individual finds themselves in this unpleasant situation, it is crucial that they seek appropriate legal advice from an employment solicitor, to help to resolve problems and strengthen the working environment.
Everyone has the right to be treated with respect at the workplace, no person should be treated differently from his or her colleagues. Employers are required to treat their employees equally, whether on the grounds of wages or other working conditions, in compliance with the Equality Act. Under this statute:
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Religion or belief
Long-term Sickness Absence
Sadly, people occasionally get sick for a long periods of time or get badly injured. Many employees notice that after their sick leave right has ended, they are under pressure to quit their work. Obtaining legal advice on employment rights will help individuals to fully understand their rights and to make appropriate informed decisions.
In today’s uncertain world, a number of employees may find themselves in a position of redundancy. Redkite Solicitors will advise employees on employment law and will be able to ensure fair treatment of them. If a position cannot be avoided, the person will have their full right of redundancy.
TUPE stands for Transfer of Businesses (Protection of Employment) Regulations 2006. This may happen when a business or service is transferred to a new employer. It is a specific area in professional employment law. Employees seeking legal advice will achieve an extra level of confidence from Redkite Solicitors, that they are treated fairly by the new employer and in compliance with the TUPE laws.
Termination of Employment
Typically employment contracts are ended by termination. This is the case where a specific bid notification is issued under the terms and conditions of the contract. If an employer dismisses an employee, a disagreement can occur as to the contractual basis for termination of employment. This may result in a breach of contract. It is necessary to seek timely legal advice in such situations.
In cases where it is decided that the employment must stop, our Redkite employment solicitors will work hard on behalf of their client to achieve the best possible financial arrangement. Our team will ensure that the employee gets reliable legal advice and knows exactly what any settlement terms mean. Most deals include arbitration provisions or time limits on future employment.
Going to an Employment Tribunal
Our team of experts have a broad range of experience in taking successful cases to the Employment Tribunals. In most instances, our solicitor acting on behalf of the victim will first consult with ACAS and mediation. Dealing at this pre-litigation stage reduces the time and stress associated with pursuing a full case. However, if the Employment Tribunal believes that it is appropriate, Redkite would gladly represent the company with a view to obtaining the best result.
Peace of Mind with Legal Costs
Redkite Solicitors shall, whenever necessary, charge fixed-rates. Clients will always be told about future expenses before any casework starts. Any Client may have any litigation risk protected by an existing insurance policy. If this is the situation, our team will work closely with the appointed insurance company.
It is vital to have an experienced team of employment solicitors on hand, to advise and guide you every step of the way.
Call Redkite Solicitors Ledbury on 01531 632226 or complete our online enquiry form.