We have considerable experience of representing clients in supporting and contesting dismissal claims, whether they be breach of contract disputes or unfair dismissal claims. If your claim has prospects of success we shall consider a ‘No Win No Fee’ agreement for you.

We can advise you on drafting, reviewing or negotiating the terms of a Settlement Agreement (formerly Compromise Agreements) for Employers and Employees.

As a general rule ‘out of court settlements’ in employment disputes are not legally binding in that this cannot exclude an employee’s right to take the matter concerned to an Employment Tribunal .

One of the most important conditions is that the employee must have had advice from a relevant independent legal adviser. Without this a compromise agreement will not be valid.

The employer will also have to pay your legal fees for obtaining this advice. We charge £350 plus VAT for this service.

Our experience is wide-ranging, covering sex, race, disability, sexual orientation, maternity, pregnancy and age discrimination claims.

There is specific statutory provision in the sex, race, disability, sexual orientation, religious and age discrimination legislation outlawing victimisation of employees in specific circumstances – that is treating an employee less favourably than would otherwise have been the case because he has exercised, or intends to exercise, rights under that legislation.

If your claim has prospects of success we shall consider a ‘No Win No Fee’ agreement for you.

In an employment law context this means treating someone less favourably than others because that someone has exercised, or intends to exercise, rights under specific legislation.

The Protection from Harassment Act 1997 s.1 and Protection from Harassment Act 1997 s.3 (in force from 1st September 1998) are mainly designed to protect victims from being harassed by stalkers, neighbours or racial abusers. However, in practice they may also protect those suffering from bullying or victimisation at work, under the provisions of s26 and s27 of the Equality Act 2010.

If your claim has prospects of success we shall consider a ‘No Win No Fee’ agreement for you.