Our specialist team of employment law solicitors can advise and support social enterprises in all aspects of resolving employee relations problems and defending employment claims.
From high-value discrimination cases to unfair dismissal claims, negotiating settlement agreements, handling redundancies and general employment advice, we will work with you to resolve the workforce issues you are experiencing. Our experienced team of employment law solicitors understand the complex ties of employment law and can help your organisation manage any you might face.
While we cover a varied range of workforce issues, two of the main areas of employment law we cover are resolving employee relations problems and defending employment claims.
Our resolving employee relations problems service
We work with social enterprises who are experiencing workforce issues ranging from issues with key individual employees to issues with multiple employees across the workforce. Our team will work in partnership with your organisation to ensure that employee-relation problems are resolved as quickly and as efficiently as possible.
This could mean reaching a settlement agreement or beginning disciplinary or grievance processes. In instances where relationships have broken down, we will work with you to devise a strategy that helps us to reach an agreement and, where appropriate, bypass trade unions.
Our defending employment claims service
At Anthony Collins Solicitors we understand that employment tribunal claims can be stressful, costly and time-consuming, which is why we 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 we can provide training if required - reducing the cost and time taken to defend employment claims.
If you lose a tribunal claim, you may be ordered to pay compensation to the employee or the employee could seek reinstatement. This can have a negative effect on your organisation financially and can also damage your organisation's reputation.
We use our 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 employment law team will also undertake a professional review of your procedures to identify any measures you could implement to minimise and manage the risk of future tribunal claims. Our commercial and sector-focus approach allows us to see the wider issues when defending employment claims and helps you protect your organisation.
Unlike some other providers, at Anthony Collins Solicitors all of our work about employment tribunal claims is completed by qualified solicitors, who are committed to getting the best result for your organisation, as quickly and cost-effectively as possible.
We must be living in a strange world when the usual April changes in employment law ground us and even offer some light relief! This ebriefing outlines the changes that have come into force.
Following a fortnight of announcements and proposed legislation regarding employment and furlough, here's our latest update.
One of the key issues taking up media time currently is that of payment of employees in self-isolation or isolation as requested by medical staff or employers.
How does a media-savvy employer ensure a season of festive cheer but without mishap, damage to their reputation or harassment and bullying claims?
In response to the Women and Equalities Select Committee Report back in July 2018 on sexual harassment in the workplace, the Government is looking at a number of initiatives.
What do you do if an employee persists in raising the same concern, again and again, taking up copious amounts of management time and patience
Creating an inclusive and diverse workplace culture is no longer seen as “management speak” but rather as a necessity for success.
A recent case in the Court of Appeal will no doubt bring a sigh of relief for employers, but a corresponding sigh of disappointment may be uttered for equality and gender balance in the workplace.
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.
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.