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.
If your social business is facing workforce issues such as resolving employee relations problems or defending employment claims, our experienced team can support you through the process.
Employment law can be complex, which is why we will work in partnership with you to manage and resolve your workforce issues. Our experienced employment-law solicitors can help your organisation manage a range of employment issues, from high-value discrimination cases and unfair dismissal claims through to negotiating settlement agreements, handling redundancies and general employment-law advice.
When supporting our social-business clients there are two main areas of employment law we cover, resolving employee relations problems and defending employment claims.
Our resolving employee relations problems service
Whether you have employee-relations problems with key individuals or across the workforce, our experienced team of employment-law solicitors can work in partnership with you to identify legal issues and agree a solution.
The type of solution depends on the case, but could include arranging a settlement agreement, a robust disciplinary or grievance process. In cases 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
At Anthony Collins Solicitors we understand that employment tribunal claims can be stressful, expensive and lengthy. We work in partnership with you to ensure that claims are handled and resolved in the most efficient and effective manner possible.
To assist our work and help keep the claim cost- and time-effective, we will work in partnership 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 you lose a tribunal claim it can impact upon your organisation financially and its reputation could be damaged from negative publicity. If you are unsuccessful in defending employment claims, yo might be ordered to pay compensation to the employee or the employee could seek reinstatement.
Our experienced employment-law team uses their extensive sector knowledge and experience to guide you through each stage of the tribunal process, from the initial response though to a tribunal claim, and support with preparing witness statements and strategic advice on handling the tribunal.
To help safeguard your organisation against the threat of future employment claims, we can work with you and your organisation to undertake a professional review of your procedures to identify any measures you could take to minimise and manage the risk. Our commercial and sector-focused approach allows us to see the wider issues when defending employment claims.
Our passionate solicitors are committed to getting the best possible result for your organisation and unlike some other providers, at Anthony Collins Solicitors all of our work in relation to employment tribunal claims is completed by qualified solicitors.
Advisor on all aspects of HR and employment law.
The Employment Appeals Tribunal (“EAT”) held in Flowers v East of England Ambulance Trust that “normal” remuneration included voluntary overtime if it was paid over a sufficient period.
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.
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.