Part 1: For Employers
We can draft employment contracts which can be especially useful in protecting your business from the misuse of information and contacts gained by senior staff during their employment with you when they leave.
We can draft Settlement Agreements to prevent severance packages being used to fund a claim by former employees against you.
We can assist in getting right any review of an employee’s performance or fitness for work that might lead to dismissal as well as any disciplinary proceedings against them or grievance procedure initiated by them. Although any error of procedure might seem a technicality it can lead to a finding of Unfair Dismissal against you by an Employment Tribunal.
We can assist when moving employees to a new employer to ensure they have no claim against you under the Transfer of Undertaking (“TUPE”) Regulations and we can assist our Commercial lawyers during any sale or purchase of a business or other movement of employees by you.
We can act for you in defence of a Claim against you in the Employment Tribunal or the Courts.
Part 2: For Employees
We can advise on any “Settlement Agreement” for a severance package and that advice is normally paid for by your employer if you sign. We can also help negotiate a better deal. We do not charge for the advice if, on that advice, you do not sign.
We can advise on any contract of employment which can be especially important if it has terms against working for competitors or making contact with customers or key staff when you leave.
We can act for you in any claim against your employer for unpaid notice pay and perks, (or up to 2 years unpaid pay and perks whilst still employed), unfair dismissal, discrimination, victimisation and claims against your employer for bullying by work colleagues or your line manager. If you have not been consulted or have detrimental changes to your contract of employment following a sale or merger of the business that employed you or they outsourcing the work you do or where you have had customers take the work you do in house, then we could also be able to help.
We also advise on holiday, working hours, location of work or whistleblowing disputes and those on long term sick leave or garden leave.
Berry Redmond Gordon & Penney charge at an hourly rate, which is influenced by the following:
- The particular expertise and experience of the person dealing with the case
- The complexity of the transaction
- Whether the matter requires unusually urgent and swift action
- The time spent on the matter
We always give an estimate of the likely costs at the beginning of the matter, with regular updates as the matter progresses, so that you can always be certain of the costs involved in your particular case at any given time.
To find out more, call us now or fill out our Enquiries.
Legal fees are subject to VAT.