The European Court of Justice (ECJ) has given a Judgement in Ville de Nivelles v Matzak on whether stand-by time constitutes working time under the Working Time Directives.
If your organisation is facing workforce issues such as resolving employee-relation problems or defending employment claims our experienced employment law team can support you through the process.
Employment law is complex and our experienced employment law team can help your organisation navigate a full range of employment issues, from high-value discrimination cases to unfair dismissal claims, through to negotiating settlement agreements, handling redundancies and general employment-law advice.
Two of the main areas we cover in employment law are resolving employee relations problems and defending employment claims.
Our resolving employee-relations problems service
Whether you have issues with key individuals or across the workforce our team is trained to identify key legal issues and then to work with you to agree a solution. In some cases that might mean a settlement agreement, in others it might mean a robust disciplinary or grievance process. Where trade unions are involved and relationships are strained we have used a variety of strategies to help reach agreement or, where appropriate to bypass the unions.
Our defending employment claims service
Employment tribunal claims can be stressful, costly and time-consuming. We work with you to handle claims in the most cost-effective and least time-consuming way possible. We partner with you to ensure you are using your in-house resources to complete some of the processes, such as witness statements, and can provide training if required - reducing the cost of defending employment claims.
If an employer loses a tribunal claim it can impact the organisation financially and negative publicity could damage the reputation of the organisation. If an employer is unsuccessful in defending employment claims, they can be ordered to pay compensation to the employee or the employee could seek reinstatement.
Our specialist employment-law team draws on their extensive sector knowledge and experience to guide you through each stage of the tribunal process, from the initial response to a tribunal claim, through to support with preparing witness statements and strategic advice on handling the tribunal. Our passionate solicitors are committed to getting the best possible result for your organisation.
Our understanding of the health and social care sector and how issues are explained in the claim can make the difference between success and failure. For example, in a number of claims our references to the Care Quality Commission's fundamental standards has been referred to by the Judge in their decision.
We can also undertake a professional review of your procedures to identify any measures you could take to minimise and manage the risk of future tribunal claims. Our commercial- and sector-focused approach allows us to see the wider issues when defending employment claims.
Our advice is practical, clear and we work with you to guide you through every step of the process. Our experienced teams have extensive health and social care sector knowledge and experience to guide your organisation through periods of uncertainty, change and difficulty.
Matthew and the team at Anthony Collins Solicitors stand out, for me, as being the most genuine and customer-facing legal team I have ever worked with. Their knowledge and interest in the social care sector is impressive and this enables them to help us get to the outcomes we need with the least risk and least cost, which is clearly important for us in the charity sector. They are also willing to share information and regularly facilitate and host discussions on key issues, by arranging free events, such as HR networking meetings and workshops. These have been invaluable as they create an opportunity to share ideas and even collaborate with other social care providers, in what is an increasingly challenging environment. Every member of the team is personable, professional and pragmatic and are a pleasure to deal with. I have no hesitation in recommending them.Toni Dumolo, Director of Human Resources, Sense and Sense International
Advisor on all aspects of HR and employment law.
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The Advocate General of the European Court of Justice (“ECJ”) has confirmed that a 5 month gap in operations does not necessarily prevent TUPE applying.
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