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Why early advice matters
Employment disputes are often time-sensitive: internal procedures may already be underway, your employer may be taking advice of their own, and strict time limits can apply if a claim needs to be brought in the Employment Tribunal.
Taking advice early can help you understand the strength of your position and the best way to deal with the issue. In some cases, the right outcome is to resolve matters internally. In others, it may be more appropriate to negotiate an exit, challenge unfair treatment or prepare for a formal claim.
Practical employment law advice when you need it most
Problems at work can affect your job, your income, your confidence and your future plans. Sometimes concerns build over time through poor treatment, unresolved issues or changes to your role. In other situations, matters move quickly, such as being called to a disciplinary meeting, told your role is at risk, or asked to sign a settlement agreement.
Early legal advice can help you understand your position, respond more effectively and make informed decisions about what to do next. Whether you are trying to resolve an issue while still employed or dealing with the end of your employment, TLW Solicitors can help you assess your options and move forward with greater clarity.
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Understanding your rights at work
One of the first questions in any employment issue is your legal status, as your rights may depend on whether you are classed as an employee, a worker or self-employed. That can affect what claims may be available, including whether you can bring an unfair dismissal claim or claim statutory redundancy pay.
Employment problems also often overlap: a dismissal may involve discrimination, a redundancy process may raise concerns about consultation or selection, and bullying may become relevant to a grievance, a constructive dismissal claim or a discrimination complaint. That is why it is important to look at the situation as a whole.
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Our employment law services for employees
We advise employees across a wide range of workplace issues. Some clients come to us knowing exactly what has gone wrong, while others simply know that something is not right and need help understanding where they stand and what options are open to them. We can help identify the right route and support you at each stage.
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Settlement Agreements
If your employer has offered you a settlement agreement, it is important to understand what you are being asked to sign and what rights you may be giving up. We can review the agreement, explain the terms clearly and advise on whether the package and wording offered are fair.
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Employment Tribunal disputes
Where a workplace issue cannot be resolved internally or by negotiation, it may lead to an Employment Tribunal claim. We can advise on the strength of a potential claim, the procedure involved and the best way to protect your position.
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Employment contracts
Your contract can affect pay, notice, bonus arrangements, restrictive covenants and post-termination obligations. We can review contracts, explain key clauses and advise on whether changes or deductions can be challenged.
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Grievance and disciplinary procedures
Internal procedures can have a significant impact on your employment and may later become important evidence. We can advise on raising formal concerns, responding to allegations, preparing for meetings and protecting your position throughout the process.
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Unfair Dismissal and Constructive Dismissal
Concerns about dismissal or redundancy can create immediate uncertainty and financial pressure. We can advise on dismissals, redundancy processes and restructures, including whether the reason given is genuine and whether the correct procedure has been followed.
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Discrimination at Work
Employees are protected against unlawful discrimination linked to protected characteristics such as age, disability, race, sex, religion or belief, sexual orientation, pregnancy and maternity. We can advise on whether treatment may amount to discrimination and what options may be available to challenge it.
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TUPE
If your job is affected by a business transfer, outsourcing arrangement or takeover, it is important to understand whether TUPE applies and what that means for your employment. We can advise on whether your role should transfer, whether your terms can be changed, and what your options are if the transfer leads to redundancy, dismissal or a dispute.
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Settlement Agreements
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Supporting employees through difficult workplace issues
Problems at work are rarely limited to a single meeting or decision. They can become more complicated where contract issues, disciplinary action, discrimination and dismissal begin to overlap.
Our role is to help you make sense of the situation, understand your legal position and decide how best to move forward. That may involve resolving the issue internally, negotiating an exit on better terms, or preparing for formal action where necessary.
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Employment Law FAQs
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What does employment law cover for employees?
It covers a wide range of workplace issues affecting employees, including contracts, pay, disciplinary procedures, grievances, dismissal, redundancy, discrimination, harassment, sexual harassment, settlement agreements and tribunal claims.
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Do I need to be an employee to have legal rights at work?
No, some rights apply more broadly to workers as well as employees, including National Minimum Wage, holiday pay and protection from discrimination. However, some important rights, such as unfair dismissal and statutory redundancy pay, usually apply only to employees.
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How long do I have to bring an Employment Tribunal claim?
Many Employment Tribunal claims must be brought within three months less one day of the act complained of or the termination of employment. Early advice it is therefore often important, especially where time limits may already be running.
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What is ACAS Early Conciliation?
ACAS Early Conciliation is a mandatory pre-claim process in most Employment Tribunal cases. It gives both sides an opportunity to try to resolve the dispute before formal proceedings are started.
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Can I bring a claim if I have less than two years’ service?
In some cases, yes. While unfair dismissal usually requires two years’ continuous service by an employee, there are important exceptions, including dismissals linked to pregnancy, whistleblowing, health and safety complaints or other automatically unfair reasons. Discrimination claims also do not depend on two years’ service.
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What does employment law cover for employees?
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How TLW Solicitors can help
We provide clear, practical advice tailored to your circumstances and help you understand your position, assess the strength of your position, and deal with the issue in a way that protects your interests.
We can assist with:
- reviewing your legal position and employment status
- advising on disciplinary, grievance and dismissal issues
- negotiating settlement agreements and exit terms
- advising on redundancy and restructuring processes
- assessing discrimination, harassment, sexual harassment and bullying concerns
- preparing for ACAS Early Conciliation and Employment Tribunal claims
- reviewing contracts and post-termination restrictions
If you would like to talk through your options, get in touch with TLW Solicitors today.
