Approach to costs
Solicitors at Humphreys & Co. always aim to approach
legal work in a financially-disciplined way. We offer
competitive rates. Our charging approach is both transparent
and geared to the options open to our clients. Our
solicitors generally charge by reference to time spent but
we can often agree fixed fees for specific work or in some
cases risk-adjusted funding structures.
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employment
Employment law
solicitors
Employment and human
resources, tribunal work, unfair dismissal,
discrimination and employment termination
advice
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Specialist
human resources and labour law solicitors:
employment contracts, compliance, policies,
employee dismissal, disciplinary procedures,
handbooks, staff misconduct, claims,
discrimination in the workplace, tribunals advice
& representation.
Employment solicitors here advise on all aspects of
contentious and non-contentious employment law
including:
- unfair dismissal
- TUPE
- business sales and contracting
out
- redundancy
- breach of contract claims
- discrimination (sex, race,
disability and age) claims
- working and disciplinary codes of
practice
- workforce/collective agreements
- drafting employment contracts and
consultancy appointments
- drafting compromise / severance
agreements
- employee remuneration and
benefits packages
- employee fraud
Employment law is complex and changes
regularly. You need to get the right legal advice. You
need solicitors who can supply practical human resources
advice and documentation enabling clear, fair management
of employee relations. We use our detailed legal
knowledge and human resources experience to deliver
practical, results-driven employment and labour law
advice. Our employment solicitors are able to see the
wood for the trees and use straightforward language. You
can obtain from the team here a fast and informed
response on all employment issues arising in the conduct
of your business.
Complete our employment
disputes questionnaire
or contact
us today to identify your real employment law
position.
We offer a fixed
charge initial analysis of your case with options and recommendations
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Employment
at a glance
- Employers and employees enter into
contracts of employment that govern their
rights and obligations. There are
statutory requirements governing contracts
and they need to be drafted carefully.
- Employees are additionally entitled to a
whole raft of statutory rights.
- Many
rights, such as the right not to be
unfairly dismissed, are subject to
qualifying criteria such as period of
service. Other rights (such as the
right to paid leave for example) are
enjoyed by some categories of workers
other than employees.
- It is not
sufficient to have grounds to dismiss an
employee. It is necessary to follow
a fair procedure and to take a decision
which is reasonable in the circumstances.
- Conduct,
capability, redundancy and retirement are
all potentially fair reasons for the
dismissal of an employee.
- Employees
are entitled not to be discriminated
against on unlawful grounds. These
are known as “protected characteristics”
in the Equality Act 2010 and are age,
disability, race, sex, sexual orientation,
gender reassignment, marriage and civil
partnership, pregnancy and maternity, and
religion or belief.
- Quite
apart from statutory rights employees are
entitled to be treated with dignity and
respect and employers are required not to
act in such a way as to destroy the mutual
bond of trust and confidence.
Employers acting unreasonably risk
bullying and harassment claims and
complaints of constructive dismissal.
- Employers
and employees are expected to seek to
resolve disputes informally and this may
involve having a grievance procedure and
using it where appropriate.
- Employers
can protect their assets (for example
goodwill and staff) by agreeing
restrictive covenants with an employee but
great care needs to be taken when drafting
covenants because they are scrutinised
closely by the Courts when enforced and
need to be reasonable.
- Disputes
between employers and employees often find
their way to an employment tribunal. They
are costly, take time (management time in
the case of an employer) and can be
stressful. The costs in tribunal claims
are generally irrecoverable on both sides.
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Get a specialist assessement of your employment position
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Some of our
client
feedback:
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"I was very
impressed with your work the last time I dealt
with you, which is why I automatically
suggested to R that I use you for this
matter."
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"Many thanks for
the latest update. I would just like to say -
win or lose - I think you are wonderful. It
feels like I have (if you will pardon the
analogy) The Terminator on my side."
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"Many thanks for
all your help in this matter and thank you in
particular for your manner throughout what has
been a difficult time for me. Your
professionalism and understanding have been a
great support."
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"I have read and
fully digested the information you have sent
me. Thank you for your clear explanation of my
claim.... I hope that we can win enough to
make all of your hard work worth the effort."
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Accessibility
We take instructions from UK & international clients. Our independent lawyers are available by email, telephone & fax. With central Bristol offices we are just 90 minutes from London by road or rail and 15 minutes from Bristol International Airport. We can travel to meetings if required.
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Independent approach
We are an independent professional law firm here, not a legal factory turning out mass-produced products. In our experience, determined case-handling is more likely to produce effective results.
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Turnaround time
Solicitors at Humphreys & Co. look to input not only
careful legal work and precision but also the determination
to keep matters moving. They aim to work in clients' real
interests with energy and pragmatism.
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Communication skills
Solicitors at Humphreys & Co. always try to open up the
legal process by giving advice and explaining options to
clients in a concise and straightforward way, identifying
clear courses of action whatever the technical or legal
complexities of the subject. |
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