Employment Law
Employment Law affects all of us in one way or another, and yet it is frequently overlooked until something goes wrong. It is an increasingly complex area of law with new regulations coming into force, all of the time.
Employers cannot afford to ignore the employment rights of their employees, and employees are realising more and more that they have rights that can be enforced.
We understand that employers cannot be expected to understand all of the new laws that come into force on a regular basis. Our aim is to provide our clients with high quality preventative advice. To provide step-by-step guidance that is easy to understand, enabling our client to take the most appropriate course of action and avoid any unnecessary cost or risk.
We adopt a partnership approach with our clients. We hope that you will consider us to be part of your team. We want you to be in a position to satisfy as many of your obligations as possible and all that we ask of you is that you contact us as soon as you feel you need advice. This enables us to guide you through the complexities of your situation, and to develop policies and strategies that are most suited to your circumstances.
Of course, there are situations where a fully blown dispute cannot be avoided. In those circumstances we will be there to assist you and to take as much of the pressure away from you as we can, and you want. We will provide you with honest and frank advice in all respects, including the simple commercial reality of your circumstances
We provide specialist advice in respect of all aspects of employment law including the following areas:
For more information, please contact us or e-mail enquiries@atkinslaw.co.uk
Employment law is changing quickly and dramatically. Recent developments that affect all employers include:
- New statutory dispute resolution (disciplinary, dismissal and grievance) procedures;
- Significant changes to disability discrimination law;
- New requirements in relation to contracts of employment;
- New laws preventing discrimination in relation to sexual orientation, religion or belief;
- New laws requiring information and consultation with employees.
As of 1 February 2005 the maximum compensatory award in unfair dismissal cases is now £56,800, and this looks set only to increase. There is no limit on the level of compensation that employment tribunals can award in discrimination cases. Senior employees might also consider taking their breach of contract claims to the civil courts, where compensation is also unlimited.
At initial contact we offer employees a fixed fee "Initial Advice" consultation, which we follow up with a letter setting out the advice given in plain English. Clients have described our advice as precise, consistent and easy to understand. Our advice will enable you to see your options clearly and decide whether in fact you need to instruct us for full assistance.
In appropriate circumstances we may also be able to undertake cases for individual (employee) clients, on a "no win, no fee" basis.
Wherever possible we will try to offer to business clients our services on a fixed fee basis, particularly when we can give an accurate estimate of the work involved, such as an audit of contracts of employment and practices.