BLL provides a range of high-quality legal services to both individuals and business clients across the United Kingdom. We have numerous online facilities in place to reach out to our clients anywhere within England and Wales. At BLL we are dedicated to offering sound legal advice, representation and guidance to both employers and employees. We are client focused and we have extensive knowledgeable and experienced expertise in all areas of employment law.
- Unfair dismissal
Losing one’s job unexpectedly can be very frustrating and stressful. The consequences of job losses are so grave, the hardship, that comes with job losses are enormous ranging from financial, ill health, fatigue, stress, loss of dignity and pride to mention a few amongst many. Employees generally have the right to not be unfairly dismissed from their work or role. Therefore, if you your employment was dismissed or terminated for an unacceptable reason, or the Employer failed to observe and follow correct procedures, you apparently may have grounds to pursue a claim for unfair dismissal.
Our employment law specialists are able to review your case and able to guide you through making a successful claim against your employer. However, it is a basic requirement that you must have been in a continuous employment for at least two years up to the date of dismissal. Your claim must promptly be lodged at the employment tribunal, no later than three (3) months less than a day. Though this is subject to the date on the ACAS reconciliation certificate. Please contact us for a timely advice: email@example.com
- Wrongful dismissal, Constructive dismissal, Automatic Unfair dismissals etc.
If your contract was summarily terminated without a legitimate reason, you may be entitled to compensation for the notice period. There are also times, when the conduct of your employer amounted to a serious breach of the contract of employment, in which the breach of trust is so serious that the employee has no other option than to resign and claim constructive dismissal. Other cases may be as a result of cases where Employers are prohibited from dismissing employees for a number of proscribed reasons. Especially in cases where employees are protected under the statutory provisions. This ranges from case to case. Feel free to contact us for your advice: firstname.lastname@example.org
- Settlement Agreements (Compromise Agreements)
This is a form of settlement by negotiation between the Employers and employees. It is currently being used when dismissal and/or redundancy is imminent. It is a medium which allows a clean break between the employer and the employee. At BLL, we are clients focus based. We have dedicated team who can assist to draft up new contracts and review the existing Agreements or contracts, so that your business is fully protected. We will offer legal support (subject to your instructions) during any negotiations to make sure that your best interests are always protected.
- It is advisable as an employee to always seek legal advice and support from an independent employment solicitor, before putting a pen on paper, otherwise any contract signed may otherwise not legally binding.
If your contract or employment is terminated on grounds of redundancy. It is very important your employer shows or can demonstrate that the redundancy as a dismissal is real and genuine. Many employers have successfully justified a good case for redundancy, for instance, when business ceases from operation or trading, either in part or whole, or in a situation where businesses are relocated, or businesses decline and less workers are needed, or a situation where the role or position in no longer required or needed. On another note, some employees can prove that none of these reasons applied in their circumstances. So, arguably, redundancy may be found not to be the real reason for dismissal or termination of employment. It may therefore be possible to claim compensation for unfair dismissal.
- Discrimination and Victimisation at work.
In the United Kingdom, it is unlawful to discriminate against the employees in any form or shapes. According the Equality Act 2010, there are grounds by which discrimination cases can be successfully pursued against employers. The grounds are generally referred to as the protected characteristics. i.e. race, sex (gender), age, religion, disability and sexual orientation.
Our specialist advisers are ready to listen to your stories. We will talk you through your case, assist you promptly to resolve the matter with your employer, without necessarily going through a litigation process. However, where your case is unable to resolve by early reconciliation or mediation, our range of dedicated experts with sound knowledge of how unlawful cases of discrimination can be successfully argued, should your case progress to the Employment Tribunal. They will endeavour to support, guide and ensure that you are given best service. Get in touch, we are here for you. Let us see how we can help.