Approach to costs
Solicitors at Humphreys & Co. always aim to approach
legal work in a financially-disciplined way. We offer
competitive rates. Our charging approach is both transparent
and geared to the options open to our clients. Our
solicitors generally charge by reference to time spent but
we can often agree fixed fees for specific work or in some
cases risk-adjusted funding structures.
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Send us a summary of your circumstances and objectives for a quick response. |
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employment
Employment law
solicitors
Employment
tribunal work, UK unfair dismissal,
discrimination and employment termination
compensation
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Solicitors
here advise on all aspects of contentious and
non-contentious employment law including:
- unfair dismissal
- redundancy
- breach of contract claims
- discrimination (sex, race,
disability and age) claims
- unlawful deduction of wages
- wrongful dismissal claims
- reviewing employment contract and
consultancy appointments
- reviewing and negotiating
compromise/severance agreements
- employees' remuneration and
benefits packages
Our solicitors undertake the
pursuit of claims made against employers in employment
tribunals throughout England and Wales. Funding
options available in appropriate cases include
contingency (success) fee schemes.
We understand how stressful losing your
job can be. You can be assured that we have the experience and ability needed to
deal with your employment claim in a sensitive and determined manner.
If
you think you might have a claim it is prudent to act
quickly because time limits often apply and are strictly
enforced.
Complete our questionnaire
or contact
us today to identify your real employment law
position.
NO WIN NO FEE is
available
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Employment
at a glance
- Employers and employees
enter into contracts of employment that
govern their rights and obligations.
There are statutory requirements governing
contracts and they need to be drafted
carefully.
- Employees are additionally
entitled to a whole raft of statutory
rights.
- Many rights, such as the right
not to be unfairly dismissed, are subject
to qualifying criteria such as period of
service. Other rights (such as the
right to paid leave for example) are
enjoyed by some categories of workers
other than employees.
- It is not sufficient to have
grounds to dismiss an employee. It
is necessary to follow a fair procedure
and to take a decision which is reasonable
in the circumstances.
- Conduct, capability, redundancy
and retirement are all potentially fair
reasons for the dismissal of an employee.
- Employees are entitled not to be
discriminated against on unlawful
grounds. These are known as
“protected characteristics” in the
Equality Act 2010 and are age, disability,
race, sex, sexual orientation, gender
reassignment, marriage and civil
partnership, pregnancy and maternity, and
religion or belief.
- Quite apart from statutory rights
employees are entitled to be treated with
dignity and respect and employers are
required not to act in such a way as to
destroy the mutual bond of trust and
confidence. Employers acting
unreasonably risk bullying and harassment
claims and complaints of constructive
dismissal.
- Employers and employees are
expected to seek to resolve disputes
informally and this may involve having a
grievance procedure and using it where
appropriate.
- Employers can protect their
assets (for example goodwill and staff) by
agreeing restrictive covenants with an
employee but great care needs to be taken
when drafting covenants because they are
scrutinised closely by the Courts when
enforced and need to be reasonable.
- Disputes between employers and
employees often find their way to an
employment tribunal. They are costly, take
time (management time in the case of an
employer) and can be stressful. The costs
in tribunal claims are generally
irrecoverable on both sides.
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We offer a fixed charge initial
analysis of your case with options and recommendations
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Some of our client
feedback:
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"I was very
impressed with your work the last time I dealt
with you, which is why I automatically suggested
to R that I use you for this matter."
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"Many thanks for
the latest update. I would just like to say -
win or lose - I think you are wonderful. It
feels like I have (if you will pardon the
analogy) The Terminator on my side."
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"Many thanks for
all your help in this matter and thank you in
particular for your manner throughout what has
been a difficult time for me. Your
professionalism and understanding have been a
great support."
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"I have read and
fully digested the information you have sent me.
Thank you for your clear explanation of my
claim.... I hope that we can win enough to make
all of your hard work worth the effort."
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Accessibility
We take instructions from UK & international clients. Our independent lawyers are available by email, telephone & fax. With central Bristol offices we are just 90 minutes from London by road or rail and 15 minutes from Bristol International Airport. We can travel to meetings if required.
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Independent approach
We are an independent professional law firm here, not a legal factory turning out mass-produced products. In our experience, determined case-handling is more likely to produce effective results.
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Turnaround time
Solicitors at Humphreys & Co. look to input not only
careful legal work and precision but also the determination
to keep matters moving. They aim to work in clients' real
interests with energy and pragmatism.
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Communication skills
Solicitors at Humphreys & Co. always try to open up the
legal process by giving advice and explaining options to
clients in a concise and straightforward way, identifying
clear courses of action whatever the technical or legal
complexities of the subject. |
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