Solicitors for employees
We guide senior employees and directors on avoiding problems at work. Our expertise rests in knowing how to resolve employment law disputes and move you to a stronger position. We are realistic and tuned into your commercial realities. We are always discrete.
Why you would want to work with us
We are one of the few London commercial law firms with a strong employee focused team of employment solicitors. The commercial input we can provide can give you the edge in negotiations with your employer. We offer you:
- The experience to assess your situation quickly.
- Many disputes at work start with a disciplinary hearing sprung at short notice or what appears to be a sham selection for redundancy. We can look straight through that and let you know where you really stand.
- Judgement on how to handle your position. In some cases a tactical approach will pay off and we help you make this work.
Employee lawyers in London
We explain below some of the common areas where we can add value for directors and senior employees facing a difficult situation at work.
- Reviewing and negotiating employment terms.
- Structuring grievances for maximum effect.
- Preparing defences for a disciplinary hearing.
- Negotiating exits from employment on good terms with a reference.
Advice on employment terms and conditions
We assess the terms and conditions of employment contracts.
We deal with a variety of sensitive areas including:
- Secondments and transfers abroad;
- Review of employee share awards, options, articles and shareholders’ agreements;
- Rights on termination of employment;
- Changes to the role during employment; and
- Post termination restrictions.
Raising a grievance
Senior employees and directors do sometimes have to start a grievance process. A common outcome after starting a grievance is for the employer to offer a settlement agreement. Common situations where employees raise grievances include :-
In some cases, a grievance is raised where an unfair grading has been given in an appraisal. Often an employer will grade an employee low, knowing that in a “redundancy exercise” they can use that low grade to score that employee for selection for redundancy. An employee is well advised to raise a grievance in that situation to protect his position.
In practice, we find the most successful grievance outcomes arise where the grievance has been well planned. There is a skill to writing a good grievance. A good grievance will highlight unfair treatment. Every grievance is unique to the employee and the particular circumstances, the politics and characters involved.
Preparation of the grievance
We do prepare grievances for employees often working discretely in the background. We steer our clients to the pointers needed for a powerful grievance.
Defending disciplinary hearings
Employers may initiate a disciplinary process. Sometimes, the disciplinary process is just the pre-cursor to dismissing the employee for minimum compensation. We spot such tactics which we find are surprisingly common.
Appealing a disciplinary decision
Employees do have rights of appeal and usually we advise the employee to appeal. The employer knows that the process is stressful and difficult for employees and trades on that. A good result for the employer would be for the employee to resign as this saves the employer redundancy costs under a settlement agreement. Resignation is seldom in the employee’s best interests.
Negotiating employee exits
If you are leaving your current role we can negotiate on your behalf. Some clients prefer that we simply act in the background to enable you to achieve the best exit terms.
Employee and director shareholders
Often employers will not want former employees or directors holding shares. There are number of ways this can be achieved. Often the transfer value for the shares is up for debate. There are multiple business valuation methodologies. Which method is best for you depends upon many factors – we guide you.
Employers often link the share value to good and bad leaver clauses. Our aim is to safeguard the value you receive. We will argue your case.
Employee and director share options
Most share option schemes will provide for what happens when someone leaves employment. Typically employee share options will lapse when an employee leaves. Share option terms often allow for an option to be exercised early for “good leavers”. There can be scope for negotiation on who is a “good leaver”.
The dismissal of a director gives rise to additional considerations. In particular, considerations about resigning as a statutory director at Companies House and press announcements need dealing with.
For specialist employment law advice for employees we are an ideal choice, cost effective, highly commercial and to the point. Please do get in touch to find out more.