All employees are entitled to an employment contract, but when they are packed with business protections and restrictions they can feel stacked in the employer’s favour.
We cut through the jargon to explain exactly where you stand. We advise what is enforceable and how to negotiate, whether at the start of employment or when new terms are offered.
We have particular expertise in advising on post-termination restrictions and complex bonus and remuneration terms.
We help you to understand your terms of employment and negotiate these with your employer,
minimsing the risk of nasty surprises or misunderstandings.
All of our highly experienced Employment Law solicitors are Legal 500 recommended leaders in their field, who provide jargon-free, commercial legal advice. We speak to you in plain English and provide specialist, practical and pro-active solutions for you.
We take the time to understand you and the challenges you face, enabling us to provide bespoke advice which is tailored to you.
“I thought Julie’s advocacy at the remote Employment Tribunal hearing was excellent, as was her clear advice on the process throughout. She championed our case professionally and achieved a successful outcome, whilst maintaining a commercial approach.”
Hospitality sector client, following our successful defence of a claim of unfair dismissal
Yes. Employees must be given a written contract, setting out certain key aspects of their employment, such as salary and access to training.
The legal right to receive a written statement of particulars of employment means that a contract outlining certain proscribed terms and conditions must be given on the first day of employment, not within two months, as previously required.
Contracts can be drafted to allow an employee to work permanently, temporarily for a fixed term or as an independent contractor. They can also be adapted to suit different levels of seniority.
A contract of employment can be amended or updated during employment. Your employer should obtain your consent to any changes but it can also be done after your employer has followed a particular process of consultation with you.
As the name suggests, this type of contract covers a flexible arrangement where no minimum number of working hours needs to be offered by the employer or worked by the worker. This type of contract usually means that such a worker has fewer legal rights, affecting things like sick pay and the ability to claim unfair dismissal.
We are vastly experienced, Legal-500 recommended Employment Tribunal experts who live and breathe Employment Law. From executive exits and tackling issues like unfair dismissal and discrimination to diving into the complexity of holiday pay – there is no Employment Law challenge we haven’t met head on. We provide empathetic and robust legal support to employees, helping them to achieve their successful outcomes.
You are unique, as are the challenges you face. That’s why our approach is always tailored to you. We don’t like one-size-fits-all strategies. We’re all about crafting tailored strategies that fit your specific needs. Communication is key. We’re fluent in plain language and have no time for legal jargon. We believe in complete transparency and proactivity, providing you with a clear path and fixed fees so you’re never caught off guard.
The road to success isn’t a one-way street, and we’re here to keep your options open. We’re masters of alternative dispute resolution methods, such as mediation and negotiation, which are the keys to sidestepping the time, money, and stress of legal claims.