Our employment law solicitors’ expertise

We are able to provide a full range of employment law services to employees. Our services include:

• Drafting and negotiating contracts of employment
• Settlement agreements
• Business (TUPE) transfers
• Unfair dismissal
• Constructive dismissal
• Discrimination claims

Contracts of employment

The terms on which you become an employee are hugely important for regulating the employer-employee relationship. As well as clearly setting out the parties’ expectations, a carefully crafted employment contract can minimise the risk of disputes (and where they do arise, provide the means to resolve them quickly and cost-effectively).

A suitable employment contract should cover matters such as:

• Job title and/or description of work
• Start date
• Salary
• Working hours
• Holiday entitlements
• Notice period

We can help you negotiate terms that are favourable to you as well as identify any potential areas of concern and provide advice about how to mitigate risk.

Settlement agreements

A settlement agreement could help an employee resolve a dispute with an employer amicably without the need for employment tribunal proceedings, saving the employee considerable time and stress.

Typically, the settlement agreement will formally end the employee’s contract of employment. The employer will usually agree to pay a sum of money subject to the employee agreeing to waive your legal claims.

Settlement agreements can be used to settle the vast range of employment law issues, including unpaid wages, redundancy issues, discrimination, unfair dismissal, and TUPE issues.

We can provide clear, practical advice about settlement agreements, including negotiating and drafting the terms on your behalf. For employees in particular, it is essential to consult a specialist settlement agreement solicitor because such an agreement will only be legally valid if the employee receives independent legal advice. We will ensure that your agreement fulfils the legal requirements minimising the risk of challenge later on.

Business (TUPE) transfers

Under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) The rights of employees must be protected if the employer transfers the business or part of the business to another individual or company.

TUPE advice for employees

If you are an employee, TUPE preserves the terms of your employment and protects your legal rights when your employment is transferred. We can provide advice about your legal rights, ensure your new employer does not breach your rights, and help you make a claim if your rights are breached.

Managing redundancies

We provide advice to employees on their rights and responsibilities in relation to redundancy. For employees, the redundancy process will typically be outlined in the contract of employment.

Redundancy advice for employees

If you are an employee who has been employed for at least two years, you are entitled to redundancy pay. You also have other legal rights such as the right take time off to look for a new job and the option to move to a suitable alternative job role.

An employee who is dismissed in breach of the redundancy procedure may be able to make an Employment Tribunal claim for unfair dismissal. The employee may also be able to make a claim as they were made redundant in breach of another of their employment rights, such as the right not to be discriminated against on the grounds of personal characteristics such as age, gender, or race.

Unfair dismissal

Employers must have a fair reason to dismiss an employee. If an employee is dismissed unfairly and they have been employed for at least 2 years, they may be able to make a claim at an employment tribunal.

Unfair dismissal lawyers for employees

If you suspect that you have been unfairly dismissed, we can help you explore your options for accessing compensation. Our service includes reviewing your employer’s dismissal procedures, providing advice on the reasons behind the dismissal, and liaising with your employer with the goal of reaching a suitable settlement.

If your dismissal was related to a protected characteristic such as age, gender, or race, we may also be able to help you make a claim for discrimination.

Constructive dismissal

Constructive dismissal occurs where an employer has breached an employee’s contract of employment or employment rights, forcing them to resign.

Constructive dismissal lawyers for employees

If you have worked for your employer for at least two years, or your employer’s breach relates to an issue such as discrimination, you may be able to make a claim for constructive dismissal. We can assist you whether you are thinking about resigning or whether you have already resigned.

In many cases, your employer’s breach will be obvious and simple to prove. However, we also have substantial experience finding evidence in less clear-cut cases to prove that your employer’s behaviour made your position untenable, amounting to constructive dismissal.

Discrimination claims

Under the Equality Act 2010, it is unlawful to treat an employee unfairly because of a protected personal characteristic such as age, race, sex, maternity and pregnancy, disability, religion and belief, sexual orientation, gender reassignment, or marital status.

Discrimination claims solicitors for employees

We regularly advise employees who have been discriminated against at work. We understand how frustrating, upsetting, and potentially humiliating being discriminated against can be. We will approach your case sensitively but practically with the goal of winning you the maximum amount of compensation possible and restoring your confidence.

Get in touch with our employment law solicitors in Horsham, West Sussex

Get in touch with our employment law solicitors in Horsham, West Sussex by giving us a call or emailing info@lewisdenley.com