Paul acted for the Claimant in a claim for unfair dismissal and holiday pay. The matter was listed for a preliminary hearing to determine whether the Claimant, who had been classed as self-employed for Tax and VAT purposes for over twenty years, was an employee, a worker or self-employed. In order to determine the employment … Continue reading
Rachel’s client, the Claimant, had been employed as a receptionist in a male-dominated company and had been subjected to sexual harassment and sex discrimination from colleagues, including the company’s Director. During the four-day hearing, the Director had made comments to the Claimant about her physical appearance, which indicated that he did not take her complaints … Continue reading
Paul represented an employee sacked for speeding, in a case where a vehicle tracker had recorded evidence of over 1000 occasions in a 6 month period when the speed limit had been exceeded. The Tribunal found that the dismissal was procedurally and substantively unfair and in breach of contract (wrongful dismissal), and awarded compensation of … Continue reading
Paul acted for a Jewellery firm which dismissed an employee who had admitted stealing significant quantities of valuable items over an extended period (about £30,000 over three years). The employee later (when prosecuted for the thefts) asserted that the admission had been coerced and claimed unfair dismissal. The employee’s attempts to pursue the Employment Tribunal … Continue reading
Paul acted for an Employment Agency providing staff for local authority placements in a claim involving Transfer of Undertakings and unfair dismissal and allegations of sex, race and disability discrimination by employees of the Agency and the Local Authority; a number of the matters were dismissed at a preliminary stage, thereby reducing the anticipated hearing … Continue reading
Paul was instructed by the employer in claims brought by several solicitors following the takeover of a solicitors’ firm by another firm. The matter involved determination of individuals’ rights under the Transfer of Undertakings Regulations and claims for redundancy payments, unlawful deductions from wages and unfair and/or constructive dismissal. Detailed negotiations took place and tactical/economic … Continue reading
On behalf of a defendant employer criticised for not having proper and adequate systems in place, John successfully defended the procedures in place for dismissal, and negotiated the settlement and discontinuance of a number of pending claims.
Prior to John’s involvement, a client had lost an Employment Tribunal case. At the costs hearing some weeks later, John was able to reduce a costs order of the court from over £30,000 to less than £7,000.
John represented a claimant in an employment tribunal case against a multi-national company. His client had been dismissed due to failing to attend work on time. John took the tribunal through the relevant illness legislation and cases by way of lengthy examination of medical experts and reports, and cross-examining the employers for a number of … Continue reading
Holly represented a manager who was dismissed for theft. He made a claim to the Employment Tribunal for unlawful deductions from wages (arguing that he had been under-paid for some months) and unfair dismissal. The case lasted for 6 days and involved consideration of whether the investigation into the alleged theft was fair and reasonable. … Continue reading
Holly advised a client who claimed pregnancy-related discrimination after being made redundant. Her client’s argument was based upon the fact that her employer dismissed her due to absences related to IVF treatment, shortly after she had advised them that she would be undertaking IVF. Holly successfully guided her client to the Employment Tribunal where directions … Continue reading
Holly represented a long-term employee who was unable to return to his previous role following a shoulder injury and consequent depression. Her client claimed disability discrimination on the basis that he had been dismissed for failing to attend the workplace despite having not been provided with alternative work to. It was contended that the employer … Continue reading