How we can help you
We have extensive experience in employment law for both employer and employee. The areas below give a flavour of our expertise; the menus above will give you a more in depth view.
| SERVICES FOR EMPLOYEES | SERVICES FOR EMPLOYERS |
|---|---|
Dismissal
We regularly act for clients in the Employment Tribunal and can advise you on claims for unfair dismissal, (including constructive dismissal) and wrongful dismissal. Redundancy
If you are facing redundancy or think you may have been unfairly selected for redundancy we can advise you on your redundancy rights and entitlements and whether you have a claim for unfair dismissal. Compromise Agreements
Employees are often asked to sign Compromise Agreements when they have been dismissed or are facing the possibility of dismissal. We advise frequently on these agreements which must be checked by your own solicitor before they become legally binding. Workplace Discrimination
The definition of discrimination in the workplace now covers a wide variety of areas including disability discrimination, sex discrimination, race discrimination, age discrimination as well as discrimination on grounds of sexual orientation, religion or belief. If you think you are being discriminated against on any of these grounds contact us for advice. Bullying & Harassment
Cases of workplace bullying and harassment increasingly have a higher profile these days. Remedies are available and we can help you put a stop to it or if the situation has gone beyond that, we can advise you on claims for compensation. Maternity
If you are concerned about your right to maternity leave or maternity pay or you think you may have been dismissed because you are pregnant, we can advise you on your remedies. |
Contracts of Employment
Disciplinary Procedures & Policies
Disputes and the Employment Tribunal
Employment Training and Guidance
Dismissal and Redundancy
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The law requires all employees to be given certain minimum particulars of their employment within 2 months of employment starting. These particulars don’t need to be in the form of a written contract of employment but it is best that they are. If the particulars are not given then in certain circumstances the employee affected can claim compensation so it’s important to get this requirement right.
It’s self-evident that employees should know where they stand as regards disciplinary matters, grievances and use of the internet and e-mail. There are of course many other areas where this is also important but these particular matters are especially important as they are the areas where disputes between employer and employee are most likely to arise. As with all employment documentation, avoiding disputes is a prime objective.
Although one of our prime objectives in advising employers is to prevent legal disputes from arising, from time to time such disputes may be inevitable. This may arise as a result of a difficult or unreasonable employee or the need of the business to establish a principle or otherwise.
It’s one thing for business proprietors and directors to be aware of the legal duties of an employer and to follow the requisite procedures but it’s equally important for the managers on the ground to be fully aware of them too. We offer in-house training and guidance to businesses on a wide variety of employment law topics and in a number of different formats to meet your individual needs.
Unfair dismissal claims can be expensive, disruptive and time consuming for employers. They are best avoided if at all possible. Very often employers run into trouble when they have not followed proper procedures: claims for unfair dismissal can succeed simply on the basis of a want of procedure. We can assist your business by putting in place the necessary procedures to minimise and hopefully eradicate claims for unfair dismissal.
Contact Us
Call us to have a helpful, informal chat about what Glynnes can do for you
020 8997 1437
51 Arlington Road, Ealing, London W13 5PF
What our Clients say
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