Employment law is complex, and whether you are an employee with a grievance or a business with a case to defend, our lawyers bring the highest levels of expertise to represent your interests. We deal with the full range of employment issues, from high-value discrimination cases to unfair dismissal claims, through to negotiating settlement agreements, handling redundancies and advice around the family friendly workplace.
We strive to keep legal costs down, balancing the need for quick, decisive action to achieve solutions with pursuing litigation to reach a fair outcome. If a case does need to go to court, we have the expertise and dedication to fight your corner all the way, with a proven record of success.
Hodge Jones & Allen defends the rights of employees, including senior executives across all industries, dealing with issues from bringing grievances and handling disciplinary hearings to challenging unfair dismissal and discrimination on the grounds of sex, race, disability, age, religion or sexual orientation.
Our lawyers listen to and empathise with our clients. We give pragmatic advice designed to bring about the best outcome. We aim in the first case to resolve issues through discussions or formal mediation, and often achieve substantial settlements. We understand that it’s not just about the bottom line, but also about protecting careers and reputations, and setting standards to avoid others having to suffer unfair treatment in the future.
For employers our legal advice can help you to deal with early difficulties before they turn into problems. Our specialists instil confidence in HR managers, in-house lawyers and senior executives with straight-talking advice on the ever-changing UK and EU employment laws.
We do not sit on the fence and can help with making important judgement calls which are business critical whilst balancing risk. Companies rely on us to advise them on workplace issues and prevent or defend employment tribunal claims. We can free up management time with day-to-day HR support and handle paperwork such as employment contracts and settlement agreements.
All our employment law advice is underpinned by comprehensive knowledge and commercial awareness, with our clients’ best interests at its core. We bring guidance, support and the excellent standards needed to get the best results for you.
Our Employment Law Solicitors are backed by nearly four decades of experience. Our legal practice and team of London Solicitors have a strong track record of achieving favourable client outcomes. For expert legal advice use our contact form or call us on 0808 250 6017 today.
We believe that the legal services we offer provide value for money and we insist on complete transparency throughout the legal process of what our charges will be.
This means that you are always in control of costs and fees, and you will experience no surprises. You can be certain that everyone we assist will have their case considered by a fully-qualified, experienced solicitor.
Please contact us on freephone 0800 437 0322 if you would like assistance from a member of our Employment team.
The steps to take to get the advice you need.
Should you require assistance or advice on an Employment matter, please:-
Discrimination is often extremely subtle. Employment Tribunals are alert to this and recognise that finding evidence to support a claim for discrimination can be challenging for employees. As a result, discrimination law works in such a way that if an employee can establish facts enabling the Tribunal to conclude that discrimination took place, it is then for the employer to put forward evidence that the reason for the employee’s treatment was not based on discrimination. An inference of discrimination can be drawn if an employer is unable to do this.
From 2014 all employees will have the right to request flexible working if they have worked for their employer for more than 26 weeks. Previously, this right only applied to employees with parental and caring responsibilities. You do not have the right to be granted flexible working automatically following a request but simply for the request to be considered reasonably.
No. If you are forced to retire at 60, for example, this could amount to age discrimination and unfair dismissal. Retirement ages are unlawful unless they can be justified by employers.
If you can show that you were targeted for redundancy because of pregnancy or maternity, this would amount to sex discrimination and unfair dismissal. You should be offered any suitable alternative vacancies as an alternative to redundancy during maternity leave without the need for any competitive application process or interview.
This is where an employee terminates employment in respect in response to treatment by their employer. In this situation, the employer has not actually dismissed the employee but its treatment of the employee has gone to the heart of the employment relationship and amounted to a fundamental breach of contract which has made the employment relationship unworkable going forward. This could entitle the employee to resign and potentially bring a claim for constructive unfair dismissal.
You should explore whether your employer has an anti-bullying and harassment policy and follow the steps set out in this policy to make a complaint. Alternatively, you should bring a grievance. It may be that the “bullying” amounts to harassment on a prohibited ground under discrimination legislation. If the problem continues, you may wish to consider taking legal action. Bullying has devastating consequences and takes many forms, including exclusion and unacceptable criticism.
You have 3 months less one day from the date of termination of employment or discriminatory act in which to bring a claim for unfair dismissal or discrimination. Employees require two years of service to bring a claim for unfair dismissal.