We provide legal support to address the major challenges in life and protect your family and finances.
From relationship breakdowns or personal injuries to property or criminal defence, we can help you achieve the best outcome for you and your family.
As an employee, you will have the benefit of substantial protection under employment law legislation. To gain the benefit of that protection, you need to know what your rights are, how they are enforced and what you have to do to make sure they apply to you. At Coodes, our employment lawyers have a great deal of experience in assisting employees who are unsure of their rights or who need help to enforce them. We have a number of different pricing options to ensure that you can always access expert advice and assistance and have a clear understanding of what it will cost. VAT will be added to our fees and disbursements, with the current rate being 20%.
Knowing your rights and responsibilities:
The legislation and regulatory regime in the employment context is complex and difficult to interpret at times. A lot of information is available to assist employees in knowing what their rights are, including from these neutral sites: www.gov.uk; www.acas.co.uk. There are times when employees need to know how that information applies to them and their employment circumstances.
All employees have the right not to be discriminated against and to be treated fairly. The law provides remedies for staff who hold a “protected characteristic” and who are treated differently from others. The protected characteristics are age, gender, sexual orientation, religion or philosophical belief, race, ethnic origin or disability. The legislation applies from recruitment, to training and promotion, terms and conditions of employment, and to termination of employment and sometimes even after termination. Male and female staff also have the right to be paid the same for broadly similar work. Where this becomes an issue in the employment context, it can become very difficult both between employer and employee and, in some cases, other employees. Issues revolving around these fundamental categories can be very emotive so it is important to seek expert advice and resolve any problems as early as possible.
Difficulties between staff can sometimes arise and staff can sometimes find themselves in conflict with their employer. These differences can sometimes be emotive and difficult to handle. In both instances, a speedy and legally compliant resolution is desirable. Before formal action can be taken it is usually a requirement that you follow your employer’s grievance procedure. All organisations should have a grievance procedure that can be used to enable these issues to be addressed.
Disciplinary action and dismissal:
When things go wrong at work, employers have the right to take formal disciplinary action and, potentially, dismiss staff. When and how this is done is strictly governed by employment legislation, and employers need to follow a fair procedure. If you are under threat of this sort of action, you should seek expert advice to make sure that any action taken against you is legitimate, even if you believe it to be unjustified, and that proper processes are being followed. If employment is terminated, you might have the right to take the matter to the Employment Tribunal.
Often, when organisations restructure for financial or organisational reasons, they may decide to make some staff redundant. In such circumstances, employers have to follow proper procedures and the processes by which individuals are selected for redundancy must be clear and applied fairly. When concluded, redundancy payments are often subject to formal agreements upon which proper legal advice is needed. These are frequently called “Settlement Agreements”.
When you leave – restrictive covenants, social media and IP rights:
UK law recognises the right of individuals to follow and develop their careers how and where they wish, and with whom. However, employers also have the right to protect their businesses – their intellectual property, customer relationships, processes and future plans. Getting the balance right is not always straightforward so, if you leave an employer, it is important that you understand what restrictions your former employer wishes to impose and ensure that these are fair and lawful.
The provision of advice and representation to employees in relation to the bringing of claims before the Employment Tribunal against an employer for unfair or wrongful dismissal.
Our pricing for this service is detailed below.
We understand the stress and urgency involved in dealing with employment matters and the importance of understanding the legal process that will be applied. While individual cases vary, an employment tribunal is likely to follow a structure similar to this:
Please contact us if you wish to discuss this further.
We have a number of options that you can use to cover our charges and to enable you to keep control of your legal expenses:
Fees for Employment Tribunals:
Whilst the costs incurred up to and including a Hearing will vary depending on the facts, circumstances and complexities of the case, we estimate the following costs could be incurred, including Barrister fees:
|Length of Hearing
|Our Estimated Costs
|Estimated Barrister Costs
|Estimated Total Costs
|One Day Hearing
|£5,000 – £9,000 plus VAT
(£6,000 – £10,800 including VAT)
|£3,500 plus VAT
(£4,200 including VAT)
|£8,500 – £12,500 plus VAT
(£10,200 – £15,000 including VAT)
|Two Day Hearing
|£7,000 – £11,000 plus VAT
(£8,400 – £13,200 including VAT)
|£5,000 plus VAT
(£6,000 including VAT)
|£12,000 – £16,000 plus VAT
(£14,400 – £19,200 including VAT)
|Three Day Hearing
|£9,000 – £12,000 plus VAT
(£10,800 – £14,400 including VAT)
|£6,500 plus VAT
(£7,800 including VAT)
|£15,500 – £18,500 plus VAT
(£18,600 – £22,200 including VAT)
|Four Day Hearing
|£10,000 – £14,000 plus VAT
(£12,000- £16,800 including VAT)
|£9,000 plus VAT
(£10,800 including VAT)
|£19,000- £23,000 plus VAT
(£22,800 – £27,600 including VAT)
|Five Day Hearing
|£11,000 – £16,500 plus VAT
(£13,200 – £19,800 including VAT)
|£10,500 plus VAT
(£12,600 including VAT)
|£21,500 – £27,000 plus VAT
(£25,800 – £32,400 including VAT)
If you wish to find out more about the process and likely timescales, please look at our “Employment Tribunal – process” pdf.
Coodes are celebrating the New Year with growth to our Employment Team! Coodes is celebrating…
At Coodes Solicitors, we’re always looking to be at the forefront of legal changes but…
As we near the end of Pride month in the UK, Coodes’ Philip Sayers explains…