Employment Law Solicitors in Peterborough, Huntingdon, Oundle and St Neots
With an average tribunal claim costing the employer thousands of pounds, as well as valuable management time, it pays to stay on the right side of the law.
At Hunt & Coombs, we understand how challenging it can be to keep up with the fast-paced world of employment law. As a business, you’ll have a wide range of commercial goals and considerations to balance with your duties as an employer. Our employment law solicitors are specialists in their field and absolutely dedicated to helping employers comply with their legal responsibilities and resolve disputes as amicably as possible.
Where issues do arise, whether it’s an employee complaint, questions about redundancy or dismissal, or alleged breaches of privacy and data protection, we can provide clear, practical advice about your options for proceeding, helping you resolve the matter with as little disruption to the running of the business or its reputation as possible.
In the majority of situations, an informal conversation is all it takes to resolve an employment issue and we’ll apply our expert negotiation skills to bring the matter to a conclusion as efficiently and cost-effectively as possible. We can also help you access methods of Alternative Dispute Resolution, such as mediation and arbitration, go through the ACAS (Arbitration Conciliation and Advisory Service) conciliation process, or defend Employment Tribunal proceedings.
For further information, please contact our employment law solicitors by giving us a call at one of our local branches in Peterborough, Huntingdon, Oundle, or St Neots. Alternatively, please email us at email@example.com or fill in our online enquiry form.
How our employment law solicitors can help your business
At Hunt & Coombs Solicitors, our employment lawyers and solicitors can help you with:
Day to day employment advice
Our employment solicitors provide advice in relation to a vast range of day to day employment disputes and issues, including:
- Grievance and disciplinary issues;
- Absence management;
- Stress claims;
- Managing poor performance;
- Working Time Regulations;
- Employment status; and
- Typical or flexible working arrangements
Where an employee is performing poorly, acting unprofessionally or inappropriately or has made a complaint regarding their treatment at work, it is important for employers to carefully follow written grievance and disciplinary procedures, taking into account the ACAS Code on Disciplinary and Grievance Procedures.
If you fail to follow the ACAS Code, this could negatively impact your position during any Employment Tribunal proceedings.
We can help clients resolve these kinds of issues proficiently, avoiding unnecessary stress. For example, for issues involving flexible working requests, we can provide advice on whether the request is reasonable, how you could accommodate the request, whether you can validly refuse, and whether there are any Equality Act considerations to take into account.
Employment Tribunal and dispute resolution
Our employment solicitors’ Tribunal and dispute resolution expertise includes:
- Unfair dismissal
- TUPE claims
- Family friendly rights
- Breach of contract
Few cases need to progress as far as the Employment Tribunal, but we can provide robust advice and representation in the event that yours does. Every action we take will be tailored in line with your business strategy and we will carefully take steps to defend your rights and professional reputation.
We also provide advice in relation to Alternative Dispute Resolution, including ACAS conciliation, mediation and arbitration which can save you considerable time, costs and stress.
Tribunal pricing and timescales
To provide you with the accurate and relevant pricing information to help you make a considered decision when choosing and purchasing legal services from our Employment team please visit our Legal fees for Employment Tribunals page or contact us using the details below.
We have years of experience assisting clients through the most challenging and contentious of employment litigation cases, including:
- Wrongful dismissal;
- Restrictive covenants;
- Industrial action;
- Breach of contract;
- Team moves;
- Breach of fiduciary duties;
- Recovery from employees;
- Garden leave;
- Bonus claims; and
In the majority of cases, we are able to help employers settle the dispute before it reaches court using Alternative Dispute Resolution.
As a professional entity, it is essential to lay firm groundwork for the protection of your business’s commercial interests and data. Many legal issues and disputes can be avoided or halted early on simply by having a specialist solicitor to provide comprehensive advice and legal drafting skills. Our business protection expertise includes:
- Protecting confidential information and intellectual property;
- Recovering company property;
- Injunctions; and
- Claims for damages and accounts of profits.
There are multiple reasons why a business might choose to restructure. We can work closely with relevant parties, including accountants and insolvency practitioners, to provide you with professional restructuring advice, taking into account factors such as short and long-term commercial strategy, tax implications, and staff and management changes. Our expertise includes:
- Restructuring and effecting change;
- Change of service provider and insourcing;
- Relocations and closures;
- Changes to terms and conditions; and
Family friendly issues
Work-life balance is essential for maintaining committed, happy, and productive employees. Employers have strict legal obligations to accommodate and not discriminate against employees for family-related matters. Our expertise includes:
- Maternity leave;
- Adoption leave;
- Bonus issues;
- Paternity leave;
- Parental leave;
- Shared parental leave;
- Time-off rights; and
- Flexible working.
Under the Equality Act 2010, employers are not allowed to discriminate against certain protected groups. Discrimination means to treat someone badly or less favourably because of who they are, for example because of their age or sexual orientation.
Discrimination can be direct (personally treating one person differently) or indirect (implementing policies or procedures which apply to all but which negatively affect a person or group of people). Discrimination also include harassment (intimidating or distressing someone because of a protected characteristic) and victimisation (treating someone unfavourably because they made a discrimination complaint or supported someone who did).
Our discrimination expertise includes:
- Equal pay;
- Gender reassignment;
- Marital status;
- Religion and belief;
- Sexual orientation;
- Trade union membership;
- Whistle blowing; and
- Part time and fixed time workers.
Employee privacy and data protection
Under the Data Protection Act 2018, employers have strict duties regarding the collection, processing and distribution of employees’ personal data.
If employers breach data protection rules, it could also amount to other serious issues such as breach of contract or constructive dismissal. The key for avoiding issues is to be open with your employees about the kinds of data you collect and how you store it. Our employee privacy and data protection expertise includes:
- Security issues;
- Dealing with subject access requests; and
- Retention of documents.
Documentation, contract and policy
The entire employer-employee relationship is underpinned by contracts of employment and the various procedures and policies implemented by the employer in the workplace. The interpretation of such documents can ultimately define the outcome of any grievance or dispute. Our documentation, contract and policy expertise includes:
- Employment contracts;
- Employment policies and procedures;
- Service agreements;
- Staff handbooks;
- Employment letters;
- Consultancy agreements; and
- Standard form documents.
Termination of an employment contract should always be done thoughtfully in line with written policies and the employee’s contract of employment. If the employee has brought a complaint against you for whatever reason, one option may be to offer a settlement agreement which formally ends their employment, usually in return for a sum of money and the promise of confidentiality. We can provide extensive advice in relation to settlement agreements, as well as:
- Negotiating severance terms;
- Garden leave; and
- Protecting business assets.
With employment law and employee rights ever-changing and evolving, it is important to keep your policies and procedures up to date and fit for purpose.
We can carry out assessments of your current employment policies and procedures to optimise efficiency and ensure the most cost-effective and legally compliant practices.
If you want insightful, realistic advice on how to improve your business’s efficiency and compliance, our employment solicitors offer training on any aspect of employment law or on the implementation of new working practices.
Why choose Hunt & Coombs employment solicitors?
At Hunt & Coombs, we offer bespoke legal services to individuals and businesses across our local communities of Cambridgeshire and Northamptonshire.
We take a modern approach, focussing on providing client-centred services and full service solutions to a range of legal matters and issues. We can offer ongoing employment law services covering everything from compliance and regulation, documentation and policy drafting and review, to dispute resolution. Our consistent skills and professionalism mean our clients return to us time and time again.
As a firm, we are accredited by the Law Society in Lexcel, the legal practice quality mark for outstanding client care and legal practice management.
We are members of the Employment Lawyers Association UK, an organisation which promotes principles of best practice in the area of employment law.
Hunt & Coombs is independently regulated by the Solicitors Regulation Authority (SRA).
Get in touch with our employment lawyers today
For further information, please contact our employment law solicitors by giving us a call at one of our local branches in Peterborough, Huntingdon, Oundle or St Neots. Alternatively, please email us at firstname.lastname@example.org or fill in our online enquiry form.
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