Employment Lawyers For Employees Provide A Valuable Service To Those Who Spend The Best Part Of Their Life At Work Assis

1. Employment Lawyers For Employees Provide A Valuable Service To Those Who Spend The Best Part Of Their Life At Work Assisting With The Entire Employment Life Cycle Specialist employment solicitors are well qualified to swiftly provide legal aid and assistance when problems arise in a workplace. If necessary, these solicitors will negotiate and correspond with the employer on behalf of the employee. On average, a person spends more than 30% of their life at work. It is therefore imperative that employees are treated justly and without fear or favour. Issues should be resolved promptly and professionally. Employment lawyers have the necessary skills to advise employees during all stages of the employment life cycle, assisting them with a variety of employment issues, which will be addressed in the form of proactive and suitable advice. Understanding the intricate issues that may present themselves in the workplace, these solicitors are geared to deal with sensitive matters, by taking the time to fully analyse and comprehend the employee’s dilemma before offering distinguished advice. Employment lawyers specialise in and support employees in unfair dismissal and constructive dismissal, redundancies, termination of employment, pay and benefits, plus sickness and absenteeism. The Whistleblowing provisions of the Employment Rights Act of 1996 have a whistleblowing provision to protect employees against dismissal or other punishments, after making a protected disclosure. Loyalty and confidentiality to the employer should not hold back any employee to bring irregularities to the attention of the authorities or even the broader public. By breaching the silence code, employees may feel they face legal action or even dismissal without compensation, in the worst- case scenario. These actions by employees are protected if handled correctly. To enjoy protecting as a whistleblower, certain procedures need to be followed. Disclosure could be about a criminal offence, already committed or about to be committed a breach of a legal obligation, an injustice, a danger to health and safety, or a danger to the environment. The protected disclosure could be made to the employer, a legal adviser, a regulator, or a professional body. If the disclosure is made to anyone else, it should be made in good faith, the information should be believed to be true, or it is not made for personal gain. If an employee is dismissed for making a protected disclosure, they are entitled to bring an unfair dismissal claim to a solicitor, within 3 months of the last day of employment. If the employee is not dismissed but discriminated against, a claim can be brought to the employment tribunal for compensation. Problems and grievances in the workplace should be addressed timeously and effectively to ensure healthy working relationships. Grievances could be about compensation or working conditions, discrimination, bullying, harassment, health, and safety, or stress at work.

2. When raised, the employer is lawfully required to address the issue. The outcome may not always favour the employee. When informal resolutions fail, the employee should be invited to a formal meeting to discuss the grievance, with the option of being represented by a trade union representative or colleague. This meeting should be handled in a fair and objective way. If the outcome is unsatisfactory, escalation of the issue to senior management is allowed. Employment solicitors will be able to offer expert advice regarding these matters. In the event of data protection and restrictive covenants, specialist employment solicitors can assist the employee promptly with legal advice in dealing with the situation. They will negotiate and correspond with the employer formally on behalf of the employee, should it be deemed necessary. Bespoke and cost-effective advice is always available, while these professional solicitors will explore all the possible funding avenues. There is a strict time constraint during which employees can submit a claim at the Employment Tribunal; therefore, these matters must be addressed quickly. An accredited solicitor will offer comprehensive advice, which will adhere to the highest standards, set by the organisation, therefore offering the client’s unsurpassed service, while operating in parameters that are 100% compliant with the industry. About Us: Based in South-East London, with offices in Greenwich and Blackheath, Grant Saw Solicitors LLP is a well-established, highly acclaimed firm of solicitors, established in 1851. Offering divergent services to individual clients and businesses, this award-winning practice has received the highest accolades for excellence in different segments of its practice. The combination of a glorious history and tradition, intertwined with a fresh modern approach, has led to reaccreditations to ISO:9001, Cyber Essentials Plus, and the Law Society’s Lexcel legal practice quality mark. For more information, please visit https://grantsaw.com.