We have expertise in both contentious and non-contentious matters, acting on behalf of both employers and employees. This level of experience provides a balanced and ultimately more valuable level of service and advice for all our clients.
Employment & HR
Legal Advice for Employees
Your rights as an employee should always be upheld. If you’ve been treated unfairly at work, you may be able to take action – but good legal representation is vital. sterlingKING can give you cost-effective expert advice on all aspects of employment law, and if necessary we can help you take the matter to court. There are many ways in which employers can behave unacceptably towards employees. The matters we are most commonly asked to advise on are:
Contracts of Employment
Your employment contract sets out terms that both you and your employer must stick to until you hand in your notice or leave under other circumstances.
If you’ve been dismissed for no good reason, or your dismissal was not carried out in accordance with your employer’s formal disciplinary process, you may be able to claim unfair dismissal.
Constructive Unfair Dismissal
If your job or working conditions have been changed in an attempt to encourage your resignation, this could be an example of constructive dismissal – which is unacceptable. One of the most common constructive dismissal methods is sudden and unjust demotion, but there are others – such as orders to work at inconvenient times (which are not outlined in your contract of employment).
Discrimination and Bullying
Your employer should treat you fairly and protect you from discrimination and bullying in the workplace. Discrimination is usually defined as unfair treatment based on one or several of your protected personal characteristics (which are age, sex, race, religion, sexual orientation, gender identity, marriage or civil partnership, pregnancy, and disability).
When you have an issue with your employer or their conduct in a specific situation, and this cannot be resolved with informal discussion, you can raise a grievance with them – there should be a company grievance process in place. If this doesn’t resolve the issue, or your employer is unresponsive, you may take the case to an employment tribunal.
Highlighting wrongdoing or illegal activity within your organisation or workplace is something you should be able to do without the fear of being dismissed. It is not grounds for dismissal – so if you have been dismissed after whistleblowing, we can help you.
If you’ve been treated unlawfully at work (for example, if you’ve been unfairly dismissed, discriminated against, or had unfair deductions from your pay), you can make a claim to an employment tribunal. Usually, you’re expected to try to resolve the issue by other means before you take it to a tribunal – such as the grievance procedure. But if other resolution methods don’t work or your employer is unwilling to resolve the issue, a tribunal may be the only viable option.
If your employer selects you for redundancy, they must have a valid reason for choosing you specifically, and they must clearly explain that to you. You should always receive a notice period and redundancy pay, and you should be given time off during your notice period to look for a new job.
Most employers will offer you a settlement agreement in a redundancy scenario. Deciding whether or not to accept it – and establishing whether it is fair to begin with – can be difficult. A settlement agreement only becomes legally binding once you have sought professional legal advice. We can provide this for you.
Your employer has the right to take formal disciplinary action against you without informal discussion beforehand. However, they should always give you a disciplinary hearing and the chance to appeal against their decision.
Many employment contracts contain restrictive covenants, which are usually there to prevent you from going to work for a direct competitor right away.
Your employer must make provisions for your family pursuits (such as having children) and not discriminate against you as a result. This can be a very complicated issue.
Almost every UK worker is entitled to 5.6 weeks of paid annual leave. The amount of days you get will depend on how long your working week is – generally it is calculated by multiplying 5.6 by the number of days you work per week.
Expert Employment Law Advice for Employees
At sterlingKING we believe everyone should be treated fairly at work – both legally and ethically. We can help you with all of the matters above and more.
Employment Law for Businesses
Employment law and the rights and obligations of an employment relationship can be a minefield for employers, therefore specialist advice is invaluable.
Confidential advice, cost-effective solutions and relationships built on trust.
Employment law can be problematic for employers. Difficult circumstances and disagreements with employees can arise seemingly out of nowhere, so it is crucial that you have quick access to specialist legal advice.
sterlingKING will promptly provide expert assistance to resolve HR issues or to help prevent problems before they arise (for example, by ensuring that you have appropriate policies and procedures in place to protect your business).
Working closely with your business, we will ensure that you receive a high standard of clear commercial advice tailored specifically to you.
Our Advice and Services
We can assist with all employment-related matters, some examples follow below:
- Disciplinary and grievance matters
- Redundancy situations
- Changing terms and conditions of employment
- Contracts of employment
- Service agreements
- Consultancy agreements
- Employment policies
We also deal with the following types of contentious issues:
- High court actions for injunctions and damages relating to restrictive covenants
- Negotiating settlements of potential claims through settlement agreements prior to claims being lodged at court
Initially, we try to proactively resolve disputes through careful negotiation, as this is usually the most cost-effective avenue. However, this is not always possible or appropriate. When negotiation does not offer you a satisfactory outcome, expert assistance on the court process is provided. To see how we can help your business and for further advice please contact us by email firstname.lastname@example.org or by telephone +44 (01484) 437 475.