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Personal Employment

Unfair dismissal

 

We regularly advise individuals on all aspects of unfair dismissal, whether relating to performance, misconduct, ill-health or redundancy. The fact that we also advise companies on dismissal processes means we are well equipped to see all angles of a claim and how to best position you when dealing with your employer, whether in terms of defending your position or negotiating an exit on favourable terms.

We can advise you on whether you are engaged as an employee worker or contractor and what rights are available to you depending on your status. 

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Our comprehensive expertise includes:

Contract and Pay

Discrimination & harassment

Redundancy & settlement agreements

Restricted covenants

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Key contacts
Monica Atwal

MANAGING PARTNER

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+44 118 960 4605
Helen Beech

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+44 118 960 4639

Read, listen and watch our latest insights

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  • 19 May 2016
  • Employment

Teacher’s dismissal following husband’s criminal conviction held to be indirect religious discrimination

In the case of Pendleton v Derbyshire v County Council, a teacher who was dismissed for remaining with her husband following his conviction of voyeurism and making of indecent images of children successfully appealed a tribunal’s decision to reject her claim for indirect religious discrimination.

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  • 13 May 2016
  • Employment

Heels and Dress Codes: temp worker seeks to stamp down on sex discrimination

This week has seen the widely reported story of Nicola Thorp, a temporary receptionist, who was sent home without pay for refusing to wear heels at work. Ms Thorp started an e-petition seeking to give women the choice whether to wear flats or heels at work and, to date, has in excess of 100,000 signatories, triggering the possibility of a Parliamentary debate on the issue. The company concerned has now amended its policy to allow female workers to wear flats. So, in light of this, what is the law regarding high heels at work?
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  • 12 May 2016
  • Employment

EAT further loosens causal test for discrimination arising from disability claims

The recent case of Risby v London Borough of Waltham Forest has arguably further extended the scope of discrimination arising from disability claims by loosening the causal link required between the employee’s disability and the employer’s treatment complained of.
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  • 12 May 2016
  • Employment

Negotiating a settlement

In the case of Gibbs v Leeds United Football Club, the High Court found that the Claimant, Mr Gibbs, had been constructively dismissed when he resigned in response to a demotion, even though he had been in negotiations over his exit.
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  • 06 May 2016
  • Employment

Restrictive covenants…are they restricting more than just former employees?

As part of its new Innovation Plan, the Government has asked businesses across the UK for their views on whether ‘non compete clauses’ in employment contracts are obstructing the UK’s innovativeness and employment opportunities.

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  • 01 April 2016
  • Employment

Brexit: Employment Law Exit Stage Left?

Firstly, what do we mean by Brexit? Although the question that the electorate will answer on 23 June 2016 is simply framed – “should the UK remain a member of the EU or leave the EU?” – the ramifications of an “out vote” will be anything but simple.
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“I would like to commend the team at Clarkslegal for their support given to me at my recent employment tribunal. Their attention to detail, foresight in their approach and ability to keep me focused were truly exceptional.”

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+44 118 958 5321