Our experienced employment-law team can provide support and advice to community organisations on all aspects of managing workforce issues.

Employment law is one of the most complex areas of law, and our specialist team of employment law solicitors can help your organisation to manage workforce issues and resolve a range of employment issues, such as high-value discrimination cases, unfair-dismissal claims, negotiation-settlement agreements and handling redundancies as well as general employment-law advice.

Two of the main areas of employment law that we cover are resolving employee relations problems and defending employment claims.

Our resolving employee relations problems service

We can help your community organisation resolve issues with key individuals or across the workforce. Our experienced team will work with you to identify any legal issues and will help you to agree a suitable solution. Depending on the case, resolving employee-relations problems could mean a settlement agreement or, in other cases, robust disciplinary or grievance processes.

Our years of working with community organisations to resolve employee relations problems mean that we are experienced in working with trade unions and when 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

Our specialist team of employment-law solicitors work with community organisations to handle claims in the most cost- and time-effective manner. Our team understands that employment tribunal claims can be stressful for everyone involved, which is why we work to resolve the dispute as efficiently as possible.

We understand the importance of using in-house resources that may be available, which is why 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.

In the event that an employer loses a tribunal claim it can have a negative impact on the organisation both financially and on the reputation of your organisation. If an employer is unsuccessful in defending employment claims, they may be ordered to pay compensation to the employee or the employee could seek reinstatement.

At Anthony Collins Solicitors our employment-law team has 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 commercial and sector-focused approach allows us to see the wider issues when defending employment claims and we can work with you and your organisation to review your procedures to ensure you are safeguarded against the risk of future tribunal 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.

When is “stand-by time”, working time?
When is “stand-by time”, working time?

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.

Surveillance Cameras and Privacy at Work
Surveillance Cameras and Privacy at Work

Employers are having to walk a fine line between protecting their interests whilst also ensuring that they are not breaching their employees’ rights.

Working Time Regulations and ‘compensatory rest’
Working Time Regulations and ‘compensatory rest’

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

Bypassing Collectively Agreed Terms
Bypassing Collectively Agreed Terms

What can an employer do when its negotiations with a recognised union break down and they cannot collectively agree changes to terms?

Employee concerns and whistleblowing
Employee concerns and whistleblowing

Can an employee’s concerns raised purely out of self-interest constitute a qualifying disclosure for whistleblowing purposes?

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