Restrictive covenants are complex contractual provisions which may have significant consequences for employees when breached.
Therefore, it is essential for both parties to understand the role of restrictive covenants and the impact they can have on their respective futures.
We advise employees if they are threatened with legal action once they have left a role and commenced another one in alleged breach of their restrictive covenants.
Furthermore, we can also offer advice to employees involved in ongoing, or potential, disputes regarding restrictive covenants with their former employers and act on their behalf.
We advise individuals whose job is affected by a redundancy or potential redundancy if they consider that the decision to select them for redundancy or the process more generally has been unfair.
Employees have a right to defend themselves against unfair redundancy. Analysis Legal has years of experience fighting for employees when dealing with redundancies that are carried out unlawfully, whether individually or on a large scale.
You may be entitled to a compensation claim for unfair redundancy if your employer hasn’t followed the law during the process.
We have acted for individuals and groups of individuals who have claims arising out of a TUPE transfer, for example where one or more of the parties do not accept that TUPE applies leaving employees ‘high and dry’.
We have succeeded in securing significant Tribunal awards and settlements for such clients including compensation for one or more of the parties’ failure to consult the employees in relation to the TUPE transfer.
The Transfer of Undertakings Protection of Employment (TUPE) has been put into place to defend employees in the case of ownership transfer of a business or contract. If you believe you have suffered because of a breach of the TUPE regulations, get in touch with Analysis Legal today.
If you, or your company, are involved in a complicated and protracted employment dispute with both parties unable to reach a resolution, the matter may proceed to an Employment Tribunal.
We also understand from acting for individuals in this process, how stressful it can be if you are bringing a claim against your employer, or former employer. However, you don’t have to face this on your own. With considerable experience of overseeing disputes of this nature.
Being familiar with both sides of such litigation gives us an advantage when considering how best to manage a Tribunal claim to get the best result for our client.
Being treated unfairly in the workplace can be an extremely upsetting situation. If this is happening to you because of discrimination, you could have a valid claim against your employer.
The law defines 9 protected characteristics: age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, marital status, sex and sexual orientation. Your employer must avoid any discriminations towards employees based on these categories.
In the ever-changing landscape of UK employment law, we keep pace with the latest developments. Therefore, should you find yourself being discriminated against or being accused of discrimination at work, we will provide sound advice and help you with any legal action.
Dismissals & Claims
Failure to follow proper procedure when terminating a contract can leave your employer liable to claims for compensation. If you believe your dismissal was unfair, whether through a breach of contract, retaliation, or otherwise improper behaviour of your employer, contact us today.
Your employer has to follow strict regulations when it comes to dismissing employees or terminating their contract. As an employee, you have the right to voice your grievances through the proper channels, and should not be treated differently – or brought to resignation – because of this.
We have a great track record in making dismissal claims for employees, whether to the Employment Tribunal or Employment Appeal Tribunal. Analysis Legal has years of experience in defending employees, and can ensure you reach the best possible outcome for your dismissal case.