Employees and Consultants

1. Employment contracts

Under section 1 of the Employment Rights Act 1996 staff should be provided with an employment contract within two months of commencing employment.

If you have negotiated an employment contract and want to ensure that the document reflects the verbal negotiations, one of our lawyers at SCE Solicitors will happily assist you for a fixed fee of £250 plus VAT.


2. Conflicts at work

Both domestic and European law protects employees in order to ensure that they work in a safe environment where they are treated fairly by their employers.

The lawyers at SCE Solicitors are trained experts in the following areas:

  • Unfair dismissal (including constructive dismissal).
  • Redundancy (including settlement agreements (former compromise agreements)).
  • Transfer of Undertakings (Protection of Employment) (TUPE) Regulation 2006, transfers (including the transfer of service provisions).
  • Breach of contract claims.
  • Discrimination law including harassment and victimisation claims because of:
    • Age;
    • Disability;
    • Gender reassignment;
    • Marriage and civil partnership;
    • Pregnancy and maternity;
    • Race;
    • Religion or belief;
    • Sex; or
    • Sexual orientation.
  • Equal pay claims.
  • Whistleblowing claims.
  • Health and safety issues.

If you have a problem/conflict at work or feel that you are being treated unfairly on any of the above grounds, contact one of the experts at SCE Solicitors who will be happy to offer you a free 30-minute consultation where they will outline in simple jargon-free language your employment rights and provide you with options.


3. Representation In the Employment Tribunals

If you have submitted a claim in the employment tribunal and you need a qualified advocate to take it off your hands and deal with the exchange of documentation, drafting of witness evidence, final bundles and representation, we will be happy to offer you an initial free consultation where one of our lawyers will consider the facts and provide you with an assessment of prospects of success, at no cost to you.

The experts at SCE Solicitors are at hand to advise you on:

  • Unfair dismissal (including wrongful and constructive dismissal).
  • Redundancy (including settlement agreements (former compromise agreements)).
  • TUPE transfers (including the transfer of service provisions).
  • Breach of contract claims.
  • Discrimination law including harassment and victimisation claims because of:
    • Age;
    • Disability;
    • Gender reassignment;
    • Marriage and civil partnership;
    • Pregnancy and maternity;
    • Race;
    • Religion or belief;
    • Sex or
    • Sexual orientation.
  • Equal pay claims.
  • Whistleblowing claims.
  • Health and safety issues.

If necessary one of our trained advocates will represent you at the tribunal. 

All our lawyers are pragmatic and attempts to negotiate an out-of-tribunal settlement will be explored in the first instance. 

In the County Court

If your employer is taking action againts you for breach of your restrictive covenants and you need advice and assistance with defending a claim for breach of contract or dealing with pre-action matters, we will be happy to offer you an initial free consultation where one of our lawyers will consider the facts and provide you with an assessment of your prospects of success.

The experts at SCE Solicitors are at hand to advise you on claims for breach of:

  • Restrictive covenants.
  • Confidentiality covenants.
  • Non-solicitation covenants.
  • Non-dealing covenants.

If necessary one of our trained advocates will represent you in court. 

All our lawyers are pragmatic and attempts to settle the matter out of court will be explored in the first instance.

Whether you need advice and assistance in undertaking a grievance or disciplinary procedure or representation in the Employment Tribunal, Appeals Tribunal or the County Court , our trained solicitor advocates are on hand. Speak to a member of the team on 01133 504030 or complete our enquiry form.

LATEST LEGAL UPDATES:

  • Seasonal Workers: Key Contractual Issues for Employers

    Tags: Employment Status, ukemplaw, Seasonal Workers, Contractual Issues, Fixed-term, Pat-time, Casual workers, Agency workers, Young persons, EmploymentLaw

    In sectors such as hospitality, tourism, retail and agriculture, seasonal peaks can bring an influx of work at certain times of the year. A common solution for employers in these sectors is to recruit additional employees during these periods. Below we set out the key contractual considerations for employers to bear in mind when hiring seasonal employees. 

    Fixed-term employees

    An individual recruited to cover seasonal work may be taken on for a limited period of time. A fixed-term contract is therefore often used, with that contract ending on a specific date or on completion of a particular project.

    An individual employed on a fixed-term contract is protected against less favourable treatment compared to permanent employees. For example, if an employer excludes the fixed-term … more

    

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