Breach of Contract of Employment is one of the fastest growing areas of today’s ‘Claim Culture’, and tribunal payments have grown exponentially in recent years.

The very basis of the relationship with your employee is the contract of employment and it is mandatory in law for you to provide them to your employees. You must make sure that your the contract says exactly what you want it to say – and protect your business interests. Without a contract, a tribunal will favour the employee!

It is not adversely expensive to have an appropriate contract drafted and we will normally agree a fixed fee – Why not use our CallBack service to arrange a review with one of our experts.

Layoff / Redundancy

In times of recession it is unfortunate that rationalisation may require a reduction in your workforce. This is a stressful and upsetting time for anyone in this position. Competent and sensitive handling of this situation can help ease difficulties that may arise. There are options available that you must consider and we can advise on redundancy selection, compromise agreements, and all other methods.

To arrange an initial review with one of our team of experts please contact us by phone, email or use our CallBack facility.

Employment tribunals

Have you received communication relating to a pending tribunal hearing – ACT NOW!

Missing the deadline to reply normally means losing your claim irrespective of case merit! – Strong, timely responses can put off speculative claims. Sometimes a claim may be genuine, and an early resolution in these cases will inevitably save you significant costs and often adverse publicity. To speak with our team of experts please contact us by phone, email or use our CallBack facility.

T.U.P.E. (Transfer of Undertakings (Protection of Employment)

Regulations

The purpose of TUPE is specifically to protect the employees in situations whereby the organisation or business in which they are employed is sold or the contract to which the employee is assigned is awarded to another business or organisation. Its effect is to move employees and any liabilities associated with them from the old employer or service provider to the new employer or service provider.

TUPE effects a large number of different business transactions and it is very important that all employers fully understand what liabilities can arise.

For instance – TUPE can apply when employers buy or sell any part of a business as a going concern, or when employers grant or take over a licence or lease agreement of a premises and plan to operate the same business from those premises.

Have you recently – Bought a business? Sold a business? Won a contract? Lost a contract? Decided on changes to the structure of your business?

If so, you will almost certainly have to consider whether TUPE has an impact and what the nature of that impact will be for both you and your employees.

Failure in identifying these areas can result in numerous claims being brought by those workers affected, and their associated Trade Unions which could run into thousands of pounds – and in some cases substantially more.

The transport industry is especially sensitive to those types of issues and our expertise in this sector can help you fully identify and deal with them – before they become a problem.

There are many different scenarios where TUPE applies – if you are unsure how you may be affected, seek advice NOW!

Please use our CallBack service for a FREE initial consultation with one of our experts.