If your organisation is facing workforce issues such as resolving employee-relations problems and defending employment claims, our experienced employment-law team can support you through the process and find solutions to those issues.
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.
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.
Unlike some other providers, at Anthony Collins Solicitors all of our work in relation to employment tribunal claims is completed by qualified solicitors.
Our advice is practical, clear and we work with you to guide you through every step of the process. Our experienced teams have extensive sector knowledge and experience to assist organisations through periods of uncertainty, change and difficulty. If you would like further information about resolving employee relations problems and defending employment claims or how our employment law team can help you, please get in touch.
Provisions within the Housing and Planning Act that remove the need for housing associations (“HAs”) to obtain consent from the Regulator to dispose of social housing (as well as to merge or enter new group structures) come into force on 6 April.
Such freedoms will allow HAs greater flexibility over how they use their assets and, potentially, how they structure their businesses. Our expert panel gathered to discuss the possible opportunities the deregulatory measures offer, together with the likely hurdles. Read the outcome of their discussion here.
Advisor on all aspects of HR and employment law.
A recent case stands as a good reminder to employers to be careful when distinguishing between pensionable employment under a pension scheme’s rules and employment under a contract of employment.
The gig economy, the tensions between it, and our more established ways of working are rarely far from the news these days.
The case of Network Rail Infrastructure Ltd v Crawford  EWCA Civil 269 will not win awards for excitement but is useful guidance when dealing with workers’ rest periods under the WTR 1998.
Non-UK nationals will surely be worried about an uncertain future, with much still unclear. These feelings will inevitably accompany people to work, and so employers need to be prepared.
A sizeable North Lincolnshire social housing provider has learnt the hard way that, whilst honesty is the best policy, it does not mean you’ll evade the consequences of your actions.
January, the month of credit card bills, rain and general greyness, is upon us! There's only one thing for it; time for an HR detox!! Here's how to get rid of bad habits and put in place better ones.
Just when we thought that all news is Brexit news, the Government publishes its proposals for the modern workplace, its ‘vision for the future of the UK labour market’.
An employer may be held vicariously liable for acts committed by an employee in breach of that individual’s own tortious duties, which is a form of indirect liability.
In the case of Mbubaegbu v Homerton University Hospital NHS Trust, the EAT has found that no single act of gross misconduct is required for a fair dismissal for misconduct.
The High Court has decided that South Yorkshire firefighters working 4 days, and being on call for 4 nights, were working in breach of the Working Time Regulations resulting in a review.
To receive invitations to our events, as well as information and articles on legal issues and sector developments that are of interest to you, please sign up to Newsroom.