Employment Law
for Employers
Employment Law Solicitors, for Employers
As an employer, you are legally responsible for protecting your employees at work. To regulate this, there are extensive laws in the UK that employers must comply with. Failure to do so can lead to substantial repercussions, including damaging publicity, fines and even company closure.
At Bowsers Solicitors, we house a specialist team of experienced employment lawyers with the knowledge to support clients in various matters, from general advisory work in SMEs and start-ups to restructuring and organisational change in large corporations. Below is a more extensive list of our employment law for employers’ services. It should be noted that if your issue is not listed below, this does not mean that we cannot advise you. Please get in touch, nevertheless.
Employment Lawyer Near Me
The world of employment law is ever-changing. As a result, our lawyers always ensure that they keep up to date, meaning that the advice and assistance they provide is relevant, comprehensive and reliable.
If you are an employer seeking advice, please contact our experienced employment lawyers today on 01945 583194 (Wisbech) or 01354 652606 (March), or email reception@bowsers.co.uk. Alternatively, you can fill in our contact form.
Contact Us
Bowsers Solicitors offers employment law advice and assistance in the following areas.
We have experience assisting many employers and their companies with various matter types, including but not limited to the following. Please click on each link to learn about how we can assist.
Employment Law Solicitors Cambridgeshire
In addition to the areas of employment law for employers listed above, we can also carry out work relating to the following matters:
- General advisory work.
This area spans many areas of advice, including recruitment, retention, employment relationship issues, and whistleblowing.
- Management and HR.
We can provide training to employers on a full range of employment issues. This might include grievance and disciplinary processes or managing absences for sickness.
- Senior Executive engagement management.
This might include recruitment, service agreement drafting, restrictive covenants, complex bonus schemes or termination strategies.
Solicitors for Employees
In addition to our employment law services for employers, Bowsers Solicitors has experience acting for employees. Please click here to learn about our employment law service for employees.
Wisbech and March Solicitors
Bowsers Solicitors is the firm you can trust when you need us most. If your company is facing an employment law matter or you require support with employee management, you should act swiftly. Generally, the longer you leave a matter without addressing the situation, the worse the outcome, particularly from the media or an Employment Tribunal.
We will ensure that you act accordingly, following employment law regulations and helping you to adhere to your obligations. With this, we will explain your options and advise on the best course of action.
To speak to one of our approachable yet professional solicitors or chartered legal executives today, please call 01945 583194 (Wisbech) or 01354 652606 (March), or email reception@bowsers.co.uk. Alternatively, you can fill in our contact form.
Frequently Asked Questions
A settlement agreement (formerly known as a compromise agreement) is a legally binding contract made between an employer and employee.
It is normally made by an employer to terminate someone’s employment or to resolve an ongoing dispute.
By signing a settlement agreement, an employee waives their right to pursue a claim against their employer in the employment tribunal or other courts. In return, the employee usually receives a financial payment and will be required to keep the details of their termination confidential.
You can usually bring a claim for unfair dismissal if you have continuously worked for an employer for at least two years and you have been dismissed for a reason that is unfair.
In some cases, a dismissal will be deemed automatically unfair. In this case, it does not matter how long you worked for your employer. These circumstances include:
- Dismissal whilst pregnant or on maternity leave.
- Dismissal if you raise a concern about, or take action over, a health and safety issue.
- Dismissal over ‘whistleblowing’.
- Dismissal if you tried to assert one of your statutory employment rights.
- Dismissal if a new owner has taken over the business you worked for (transfer of undertakings).
You must follow certain procedures before making a claim and there are often key time limits that might apply to your case.
Seeking the advice of an experienced employment lawyer is vital. At Bowsers Solicitors, we are experienced in supporting clients through their unfair, constructive or wrongful dismissal claims.
To speak to one of our friendly yet professional employment law solicitors or chartered legal executives today, please call 01945 583194 (Wisbech) or 01354 652606 (March), or email reception@bowsers.co.uk. Alternatively, you can fill in our contact form.
Whistleblowing is also known as ‘making a disclosure in the public interest’ and refers to the action someone takes to report wrongdoing at work that has an impact on others.
Most people are protected by law if they make a qualifying disclosure about their employer. If an employee is dismissed for whistleblowing, they will be able to make a claim for unfair dismissal
Yes, you can be made redundant when you are pregnant, as long as it is a genuine redundancy situation, and you have not been selected for redundancy because of your pregnancy.
Pregnant employees have special protection in redundancy situations, including an employer having to offer them a suitable alternative vacancy if one exists.
Employment tribunals hear cases from people who believe they have been treated unlawfully by an employer, a potential employer or a trade union.
Unlawful treatment can include:
- Unfair dismissal.
- Redundancy claims.
- Discrimination claims.
- Breach of contract.
- Payment dispute, such as unpaid wages, unauthorised salary deductions or an equal pay claim.
- Maternity and paternity rights.
Before going to an Employment Tribunal, there are certain procedures that must be followed, including speaking to the Advisory Conciliation and Arbitration Service (ACAS) and adhering to the relevant time constraints.
If you are considering bringing an employment tribunal claim, you should seek legal advice from a solicitor specialising in employment law.
An employment lawyer can help prepare your case, identify relevant witnesses, and provide guidance throughout the process, significantly increasing your chances of a successful outcome.