Employment Law Solicitors

Typically a restrictive covenant is a contract clause prohibiting an employee from competing with their ex-employer for a certain period of time after leaving the business. It can also be used to prevent the ex-employee from soliciting or dealing with customers of the business by using information gained during employment.

This can be a complex area and can lead to costly legal action if the right advice is not sought at the earliest opportunity. If you have fallen foul of the restrictions in your contract, get in touch with one of our specialist employment lawyers to discuss your options.

In cases where employment disputes cannot be resolved directly, you may be called before an employment tribunal. Our specialist employment solicitors will guide you through the process, recommending the best route for your case. If you do need to go to a tribunal, we will guide you at every step, ensure you are fully prepared, and help you achieve the best outcome for you. At Poole Alcock we have all the experience you need to provide clear, informed advice. Contact us to prepare for a tribunal, leaving you free to maintain your commercial focus and ensure you are fairly represented.

Our fees for representing you at an employment tribunal are charged on a staged fixed fee basis, giving you peace of mind and certainty in relation to costs. A full breakdown of pricing can be found here.

You are required to have your settlement agreement checked by a solicitor. This is completely free, as your employer pays the legal fees. With Poole Alcock you will get a speedy response – most settlement agreements that we deal with can be turned around within 48 hours. We also offer a same day service, if required. We will also negotiate with your employer if we think you are entitled to more. From beginning to end, your compromise agreement will be dealt with by a knowledgeable and supportive solicitor.

Employees may be entitled to a statutory notice period and redundancy payment. Employees selected for redundancy must be given at least one week’s notice if they have been employed between one month and two years, and one additional week for each year of employment over two years up to 12 weeks. Employers should enter into a period of consultation with their employees, providing information on why redundancies are necessary and any alternatives available. Employers who fail to adhere to the consultation requirements could face a claim for compensation, known as a protective award.

If your employer has dismissed you unfairly, we will provide practical advice and support to ensure that you receive what you are entitled to, whether that is reinstatement or appropriate compensation. We will ensure that your employer abides by the laws that safeguard employees and that any settlement agreement includes conditions that make it legally binding. Our employment solicitors are also adept at representing senior executives (directors, shareholders or partners) to resolve employment disputes, including executive severance packages and settlement or compromise agreements.

As an employee or prospective employee you have a right to fair practices and behaviour in the workplace under the Equality Act 2010 – this includes fair allocations of workloads; equal access to benefits and conditions; fair processes to deal with work-related grievances,;a merit-based selection process for recruiting and promotion; and a workplace that is free from unlawful discrimination, harassment or bullying.

Discrimination is based upon ‘Protected Characteristics’ which include; race, gender, age, sexual orientation, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, religion and belief. If you believe that you have been treated differently as a result of one of these characteristics, our employment lawyers may be able to help you by negotiating an exit from the business, advising on whether you have a claim or defence, and provide practical legal advice.

If the mutual trust between employer and employee is broken, for example through bullying and harassment at work, the employee can resign and claim constructive dismissal at an Employment Tribunal, on the grounds of breach of contract (as long as they have worked for the employer for at least two years). If you have been a victim of workplace bullying or harassment, contact our specialist team today to get the necessary support and advice you need.