Our employment solicitors specialise in negotiating and litigating disputes such as sexual harassment, racial discrimination, redundancy and unfair or constructive dismissal. We take cases on a no win no fee basis, which means you do not pay any legal fees unless our employment solicitor is successful in obtaining compensation for you. The law limits the amount of time you have to apply to the Employment Tribunal after termination. If you believe you might have a claim, you should immediately seek the advice of a qualified employment solicitor.

Employers cannot simply terminate an employee of their own free will. Terminations of employment can only be made with sufficient justification, and the employer must conduct the termination in an evenhanded manner. Typically an employer must first issue the employee a warning, informing them of their unacceptable behaviour and making them aware of the potential consequences. If the employer does not adequately investigate the matter before termination, an employment solicitor can make a claim for unfair dismissal. Claims are made to the Employment Tribunal, which determines whether the termination was justifiable on one of the five permitted grounds: redundancy, illegality, conduct, inability to carry out the work or some other reason of substance. Those bringing a claim must have been employed by the employer for at least one year. They must also be below the normal age of retirement for the job at issue. If there is no normal retirement age for the job, then the claimant must be below 65 years of age.

Constructive dismissal occurs when the employer breaches the employment contract in such a way that the workplace becomes intolerable to the employee. Under those circumstances, the employee is entitled to resign and to use an employment solicitor to claim for adequate financial compensation to be paid by the employer. Redundancy arises when an employee is terminated because a business has closed down or a reduction in the workforce has occurred. Note that in order to make a claim the employee must have been continuously employed by that business for at least 2 years as of the date of termination. Also, certain categories of employees are legally excluded from bringing a redundancy claim.

Our employment solicitors stay up to date on the most modern precedents regarding racial harassment in the workplace. They can provide you with comprehensive advice about your rights under The Race Discrimination Act. The Act protects you from discrimination based on colour, race, ethnicity, national origin and religion. Moreover, The Race Discrimination Act protects more than just employees. It also covers applicants, contract workers and those who are self-employed. Racially discriminatory and harassing behaviour includes, but is not limited to, insulting email and other written communication, displaying racist publications or materials, racial slurs, racist jokes, innuendoes, physical violence, offensive language and practical jokes.

Sexual harassment is defined as conduct which creates a work environment that is degrading or threatening. Below is a non-inclusive list of the types of unwelcome and offensive behaviour that can lead to a claim of sexual harassment:

• lewd remarks
• demands or requests for sexual favours
• sexually suggestive gestures or comments
• acts or threats of sexual violence
• offensive jokes
• fondling or other inappropriate touching
• constant badgering for attention
• innuendoes
• forwarding inappropriate emails
• unwanted advances
• viewing or displaying pornographic websites
• displaying or posting inappropriate material

Calculating the correct amount of compensation for redundancy and in claims of constructive or unfair dismissal is a complicated matter. Applications for compensation must be made to the Employment Tribunal within a certain time period. It is critical that you obtain immediate advice so as not to forfeit your ability to make a claim. The Employment Tribunal, formerly known as the Industrial Tribunal, has extensive powers. It can award financial compensation and even order the employer to reinstate the offended employee.

Our network of solicitors can provide legal representation for individuals located anywhere in the UK. Our solicitors are specialists who can handle any claim related to employment law. Complete the contact form or call our helpline to receive free, confidential advice from one of our solicitors.