Problems at work can be amongst some of the most traumatic matters you may ever have to handle and there is no reason why you should have to deal with these issues alone. Over the years, Moon Beever employment lawyers have helped thousands of employees to achieve a satisfactory resolution of their work place difficulties. Where possible we can help you avoid litigation, but if you have to bring a claim, then we can help you ensure that you get fair compensation. Our solicitors based in London and Essex can help you with an array of employment issues including, but not limited to:
- Constructive dismissal
- Restrictive covenants
- Misconduct & performance
- Compromise & Settlement agreements
- Workplace bullying
- Maternity, Paternity & shared-parental leave issues
- Unfair dismissal
- Contracts of employment
We have a variety of ways to help clients manage their finances when it comes to funding employment cases including:
- Fixed fee: we can offer a range of options to provide advice on a fixed fee basis for various stages of your case.
- Hourly rates: we charge a range of hourly rates depending upon the experience of our lawyers.
- Legal expense insurance: many people are often unaware that they have legal expense insurance which will often fund at least part of your fees.
- No win no fee: we may be able to offer a form of no win no fee arrangement once your case has been assessed.
What do I do if I have a claim against my employer?
Do you think you have suffered workplace bullying? Do you have a problem or complaint at work? Do you think you are being discriminated against? We have handled numerous discrimination, harassment and bullying employment claims and have secured excellent settlements. We are experienced at litigating against some of the largest businesses in the country and winning.
Often it will be possible to negotiate the settlement of an employment dispute without a case going all the way to a full Employment Tribunal or Court hearing. If that isn't possible, our solicitors will ensure that your case is thoroughly prepared and that you fully understand the costs, risks and benefits of any litigation.
If you believe you have an employment claim then it is important that you take legal advice as soon as possible as often strict time limits apply. We are experienced in acting for both employers and employees in Employment Tribunal and High Court Claims.
Our lawyers provide realistic cost effective commercial advice and are able to put your case as robustly as possible. For employees we may be able to agree a fixed fee or occasionally a ‘no win no fee’ arrangement.
What if my employer is insolvent?
If your employer is ‘insolvent’ this means it can’t pay its debts. As an employee you have rights if your employer is insolvent and can make a claim for any money you are owed. Moon Beever solicitors in London and Essex can help you enforce those rights.
If you work for a company that is insolvent it can mean a number of things:
- administration - where your employer asks an ‘administrator’ to come in to try to keep the company going
- liquidation - when a company is closed and its assets are sold to pay the people it owes money to (creditors)
- receivership - like liquidation but it’s usually arranged by a single creditor that’s lent money securely (for example a bank), and the assets are sold to pay just that creditor
- voluntary arrangement with creditors
The business might keep running if there’s a chance it can be rescued or sold. If this happens, as an employee you might be asked to continue working. This doesn’t affect your rights to redundancy pay if the business closes down later. If the business is sold then you may have rights under the TUPE rules.
What do I do if I am facing redundancy?
Employers sometimes have no option but to make redundancies and want to make sure that they get their processes right and make fair choices. However, whilst redundancy is a potentially fair reason for dismissal, employers sometimes use redundancy as a convenient ‘shorthand’ when looking to dismiss employees they no longer want, for example where they believe that there are performance issues or where the employee no longer ‘fits’ the team.
A genuine redundancy occurs when:
- an employer’s business, or part of it, has ceased to operate; and/or
- the employer’s business has moved to a different place; and/or
- the business’s need for work of a particular type to be done has ceased or diminished.
Even if there is a genuine redundancy situation, an employer must still follow a correct redundancy process. Lack of a genuine redundancy situation, or failure to follow a fair process can give rise to a claim.
If you are an employee we can help guide you through the process to try and ensure the best possible outcome in the circumstances and to put you in the best negotiating position.
What is whistleblowing?
Whistleblowing is the term used when an employee or worker passes on information concerning wrongdoing. It is called “making a disclosure” or “blowing the whistle”.
The wrongdoing will typically (although not necessarily) be something they have witnessed at work.
A whistleblower is protected from being unfairly dismissed or from suffering another detriment as a result of making a disclosure. This means that they should not be:
- excluded from work; etc
If they are subjected to a detriment then they can bring a claim for compensation. There is no limit on the amount of compensation that can be claimed and the employee does not need to have been employed for any particular length of time in order to bring a claim.
Whistleblowing claims are difficult because the law is very complicated. Often employers fall foul of the whistleblowing rules because they do not recognise when an employee has made a whistleblowing disclosure.
Moon Beever Solicitors can help ensure that you receive the compensation you deserve if your employer takes negative action against you because you brought wrongdoing to attention. Our legal experts have achieved substantial settlements for employees who have lost their jobs or who have otherwise suffered unfair treatment at work because they blew the whistle.
What do I do if I am denied my bonus?
If you have been denied a bonus that you are rightfully owed, or if have been paid less than expected, your employer may be in breach of your employment contract.
Senior executives often have complex remuneration deals which make up a significant part of their overall pay package. Sometimes the bonus arrangements are contractual, but often there is an element of employer discretion.
An employer’s misuse of its discretion can amount to a breach of your employment contract, which could give rise to a potential claim.
It is not unusual for female senior executives to be paid less than male colleagues doing similar work. This may give rise to a claim for equal pay.
Our legal experts can help you get paid what is legitimately due to you where you are being unfairly underpaid.