Employment Law For Employees

At OTS Solicitors when we advise on an Employment matter for an employee, we are acutely aware that their professional reputation and/or best interests, both now and in the future may be at stake.  That is why we offer a one to one, tailored service to all our clients, regardless of their position or salary.  This allows us to get to understand the issue at hand in full and offer strategic, practical advice in order to protect their best interests.

Our services for employees

  • Unfair Dismissal
  • Compromise and Settlement Agreements
  • Discrimination
  • redundancy
  • Bullying and Harassment
  • TUPE
  • Negotiating large Employment contracts for CEOs and senior managers

Client Care

Challenging an employer on an Employment issue can be an intimidating process and we understand that it often takes enormous courage to come forward and stand up for what you believe is right.  We therefore guarantee that you will be treated with respect, empathy and your matter will be managed in the strictest confidence.

We provide Employment advice to all types of sectors and to individuals in various positions within their workplace whether it is senior executives or an individual who wants general Employment advice. We cover all areas of employment law including unfair dismissal, compromise agreements, race, sex, disability or age discrimination, redundancy, bullying, harassment or TUPE. We provide professional employment law advice tailored to your specific circumstances, handled with sensitivity and with your best interests in mind.

By keeping you informed of your rights and the latest statutory and common law protection offered to employees, we will provide you with the support and confidence you need to stand on an equal footing when facing your employer over a dispute or sitting down with them at the negotiating table.

To find out more please fill in our Contact form or contact our employment solicitors on 0203 959 9123.

 

For a more detailed discussion regarding your case, or to book an appointment with a member of our Employment Law team, please call us now on 0203 959 9123 

Your Questions & Our Answers about Employment Law For Employees

Employer, family owned UK business >30 staff acquired by overseas company. 1st notification staff meeting after takeover. no prior consultation.Now told to be relocated 32 miles away few months time. Have disability under Equality act. since takeover no HR consideration.To work at new location >2hrs travel each way on public transport & adverse impact on impairment. I consider impractical. Joined family run business over 12 years ago. Contract carried over unchanged. No clause for re-location. Am concerned takeover may breach TUPE & my treatment Equality act. Would like to know how to establish if takeover in accordance with TUPE & if not, what means for redress.Also rights, considering disability, re relocation. "1-1" meetings due in few weeks & fear job loss. mental health suffering.
Thank you for getting in touch with us.
 
Your enquiry is being reviewed by our team and one of our solicitors will contact you shortly.
 
In the meantime, you can also call us on 0203 959 9123 or contact us here: https://otssolicitors.co.uk/contact 
 
Case type: Employment Law For Employees, TUPE, Employment Contracts
I have been told that a request to have my employment hearing 9 years ago re examined is too late. I was made redundant in 2009 along with 4 others and promised redundancy payment due to lack of any vacancies however the employer reneged on this arrangement and argued there were jobs . In fact there never was any jobs vacant and all 5 of us were left idle with nothing to do, I carried on helping some colleagues when allowed but after 9 months it became wearing until a colleague retired and I asked to fill the position but denied by the employer who decided to leave the position vacant. I decided to go under constructive dismissal went to Tribunal and the Judge refused redundancy believing their was jobs to fill. This year I was told my witness was denied access to the hearing by the Empr
Thank you for getting in touch with us.
 
Your enquiry is being reviewed by our team and one of our solicitors will contact you shortly.
 
In the meantime, you can also call us on 0203 959 9123 or contact us here: https://otssolicitors.co.uk/contact 
 
Case type: Employment Law, Employment Law For Employees, Dismissal and your rights, Redundancy payments and process
Hi, I am seeking advice regarding a restrictive covenant in my contract. After telling my boss that I wish to go work for a different company he immediately told me that he has the most expensive lawyers in the country and that by the time he is done with me I won’t be able to be employed in the UK. I work in the diamond trade and my contract requires me to give 5 months’ notice and prohibits me from working in the diamond or jewellery trade for 12 months thereafter. I feel this is extremely unreasonable especially considering that I am 25 and have been working for my current employer for little over a year - though I have been given informal advice that this contract is unenforceable I would still like to get formal advice about how best to proceed I hope to hear back soon Thanks

Thank you for getting in touch with us.

Your enquiry is being reviewed by our team and one of our solicitors will contact you shortly.

In the meantime, you can also call us on 02039599123 or email us on info@otssolicitors.co.uk 

 
Case type: Employment Law, Employment Law For Employees, Employment Law For Employers, Employment Contracts
I am enquiring after your opinion regarding possible redress following my employer's mistakes: 1) My job involves 4 days seeing patients, one day professional training. It was advertised as paying for all these days, 37.5hrs per week but this turned out to be a mistake and they only wanted to pay 30hrs per week, so not for the training day as in previous years. I have the original job description from the advert plus emails acknowledging the mistake. 2) I accepted the post with reduced pay following an explicit conversation that I could use my room space at work to see an external patient within normal working hours; this also turned out to be incorrect due to new managerial/commissioning considerations and I was told I cannot do this. I have emails acknowledging this was a recent change.

Thank you for getting in touch with us.

Your enquiry is being reviewed by our team and one of our solicitors will contact you shortly.

In the meantime, you can also call us on 02039599123 or email us on info@otssolicitors.co.uk

Case type: Employment Law, Employment Law For Employees, Employment Law For Employers
I am a foreigner, is there any legal protection for me against a london based employer refusing to pay my salary.

Dear Sir,

We need to establish whether this is a Wages Act claim or a contract dispute. Our employment solicitors will contact you shortly to discuss your Employment matter further.

Case type: Employment Law, Employment Law For Employees
I have resigned from a permanent employment contract with effect of 30 November 2018. My former employer is refusing to pay my final salary.

Dear Sir,

We need to establish whether this is a Wages Act claim or a contract dispute. Our employment solicitors will contact you shortly to discuss your Employment matter further.

Case type: Employment Law For Employees, Dismissal and your rights
I received a letter from my employer telling me the outcome of my disciplinary hearing ,Dismissed with immediate effect.No notice period given I was Tupe over on 1/9/16 having previously worked for the other company 12 years,I have been advised by acas that I should be given notice and paid in full at least 2-3 months pay in advance if they do not want myself to stay! Is that correct I am putting in an appeal against the decision aswell

Dear Sir/Madam,

Thank you for your Employment enquiry.

Dismissal with immediate effect can be justified by employers only if an employee committed a gross misconduct. Gross misconduct can be for example theft. We do not know the reasons of your dismissal at present and we would recommend holding a consultation to advice on your case.

Our employment law solicitors will contact you shortly

Case type: Employment Law, Employment Law For Employees, Dismissal and your rights, TUPE
Hello OTS Employment law team. I am looking at ending an employees fixed term contract early. I wonder if i can do that and how can i do this without breaching the contract or being liable? The employee has been ill for some time, and I have relied heavily on them to carry out the tasks we needed done in the fixed term. Unfortunately the contract didnt have any terms about inseminating the contract early for sickness. Coudl you please provide some assistance and legal advice on this employment contract matter?
Case type: Employment Law, Employment Law For Employees, Employment Law For Employers, Dismissal and your rights, Discrimination at work claims, TUPE, Compromise agreements, Employment Contracts, Settlement Agreements, Grievances & Disciplinary Procedures, Employment Tribunal Claims

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