Talking to an employment law specialist is important to help you make informed choices. We recognise that each case is different and we will listen to you and understand your side of things. We’ll help you to work out what you want to achieve for you to decide on the best course of action for you to take.
We advise workers on the range of employment law rights including, unfair dismissal and rights relating to employment contracts, for instance the right not to be dismissed without appropriate notice. We are also expert in advising on your rights not to suffer unlawful discrimination, in particular, disability discrimination.
We’ve helped lots of people get through tough situations at work and we understand how daunting these situations can feel. Tees can help put you back in control. With a specialist employment solicitors at your side, you’ll face the situation from a position of strength.
Settlement agreements are often used in redundancy processes and other circumstances where it’s not working out to offer payments to employees. These are important, legally binding documents that you need to take advice on as you will be signing away your rights. We explain the legal jargon and help you you understand the terms offered and can decide if they are right for you.
Usually your employer agrees to pay you an amount of money in return for you agreeing not to take them to an employment tribunal. It is a legally binding agreement between employers and employees so if you are in this situation it’s important you get an employee solicitor to give you professional advice. Our employment solicitors are highly experienced in dealing with settlement agreements. We’ll work to make sure you get fair treatment and we might be able to negotiate a better deal. We know from experience that this is about making sure that you get the right deal to move on over all, whether that is in relation to a financial package, release from restrictions, an agreed reference or a dignified departure from work.
If you're being made redundant, it’s very important to understand your rights; Tees can guide you through the process. Redundancy can come as a shock and our priority is to make sure you understand your rights and you're treated fairly. We will talk through the options with you and can help in a range of ways such as: disputing your redundancy where appropriate, assessing exit packages and settlement agreements offered (and negotiating on your behalf where appropriate) and consider your entitlements and how best to pursue unfair dismissal claims.
If the company you work for is involved in a reorganisation, such as a merger or acquisition, you might hear talk about TUPE. The legal regulations set out in TUPE protect the terms in the employment contracts of the staff in the company that is being ‘taken over’. This is a complex area of HR law and we can advise you about how your rights are protected, if you find yourself part of a TUPE transfer.
Tees’ expert employment dispute solicitors advise employees on the full range of employment law issues they may face. Here’s a few of them:
You’ll find our employment solicitors friendly and easy to talk to. We’ll be with you every step of the way and help you to get a fair deal from your employer. Give us a call for a confidential chat and let’s talk about how we can help.
For an initial chat, at no obligation, or fill out our enquiry form and a solicitor will get in touch.
A settlement agreement is a legally binding agreement between employer and employee. It would usually provide for a sum of money to be paid by the employer to the employee, in return for agreement by the employee, not to pursue any claims against the employer in the employment tribunal or courts.
The agreement will usually contain clauses relating to confidentiality and may also include an agreed reference and clauses relating to post termination restrictions.
It can be used in various scenarios including redundancy, disciplinary and performance issues or grievances and settling work place disputes.
It means that any discussions ornegotiations between the parties are confidential and “off the record” and cannot usually be used against the other party, if the negotiations break down and a claim is brought in the court or tribunal. An employer may also commence what is known as a “protected conversation” which is similar. If the employee has been placed under undue pressure or there is no genuine dispute, the discussions may not be “without prejudice” or protected from disclosure. Care should be taken in what is said in such communications, and you should seek specialist legal advice.
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