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.
An employment specialist.
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.
Employers are having to walk a fine line between protecting their interests whilst also ensuring that they are not breaching their employees’ rights.
The sanctions against employers who knowingly or unknowingly employ individuals who do not have the correct immigration status to work in the UK are stringent.
Under the Working Time Regulations (WTR) a worker is entitled to a 20 minute rest break away from their workstation if their daily working time exceeds six hours. However, there are limited circumstan
What can an employer do when its negotiations with a recognised union break down and they cannot collectively agree changes to terms?
Can an employee’s concerns raised purely out of self-interest constitute a qualifying disclosure for whistleblowing purposes?
What’s on the horizon for HR and employment law in 2018? Kate Watkins highlights key legislative changes and cases to keep an eye out for.
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.
Another case that might challenge holiday-pay practice for variable hours staff has been decided by the EAT.
Our Housing team are delighted following a formal tender procurement process to have been appointed to three lots under the new multi-million-pound legal services framework for The Riverside Group.
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