Employment Law Solicitors
Welcome to employmentlawhelp, your comprehesive source of information and support on all issues relating to employment law. Specialist employment law solicitors from Richard Nelson Solicitors will guide you through how the law affects you, whether you are an employer or an employee.
Use the navigation menu above to go to the various areas of employment law or choose from the highlighted sections below. Alternatively, if you have a specific problem with which you would like help, either phone us on 084 4804 4800 or request a call back using the online form to the right.
Health & Safety – the employer’s duty
The law imposes a responsibility on employers to ensure the health, safety and welfare of all their employees whilst at work. Much of the law in relation to safety in the workplace is contained within the Health and Safety at Work etc. Act 1974.
Redundancy is a form of being dismissed from a job and principally arises not because of any behaviour or inadequacy on the part of the employee (although these may be factors which employers will wish to take into consideration) but because of a business driven reason. Redundancy is potentially a fair reason for dismissal, although if not handled correctly, can become a basis for a claim of unfair dismissal. Most employees affected by redundancy become eligible to some form of payment.
An Employment Tribunal is a judicial body whose role is to make decisions and judgments relating to employment rights in disputes between employers and employees where the dispute cannot be resolved internally. They are not as formal as other courts, although they do expect that those before them will give evidence on oath and it will still be perjury if you lie to the Tribunal.
Situations inevitably arise when an employer needs to take disciplinary action against an employee. When they do, it is vital, both from the point of view of efficient management as well because it is a requirement of the law, that businesses have written disciplinary procedures and that the employees and managers are aware of them and know how, and when, to follow them when problems arise. Here we will look specifically as issues relating to those disciplinary procedures and how they affect the employer/employee relationship.
Racial discrimination occurs where one person is treated less favourably than another person and the reason for that less favourable treatment is related to their colour, nationality or ethnic or national origins.
Under the 1975 Sex Discrimination Act it is unlawful for an employee to be treated differently from other employees where the reason for that different treatment relates to their sex, marital status or because they are undergoing, about to undergo or have undergone a gender reassignment.
