Leading London Employment Solicitors
Neumans LLP has a leading and cutting edge employment department and has quickly built up a reputation in this field. We have been instructed on numerous high profile employment matters.
Our client range is diverse, as we act for both employers and employees in all aspects of employment law. We offer supportive and practical advice to individuals needing to understand their employment rights and provide prompt and efficient services to meet the business needs of our corporate clients.
Recent Employment Tribunal instructions have included claims for unfair dismissal, wrongful dismissal, wrongful selection of redundancy, sex discrimination, race discrimination, disability discrimination, age discrimination, sexual orientation discrimination, breach of contract, unlawful deduction of wages, allegations of whistle blowing (protected disclosures) and effective lack of TUPE consultation.
Recent non-Employment Tribunal instructions have included claims for harassment, negligence, breach of contract and professional disciplinary regulatory matters including for schoolteachers, doctors and social workers.
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Harassment in the workplace can be a devastating experience. Sadly, employees will often endure bullying and harassment in the workplace because they are unaware of the protections afforded to them by the law or they don’t want to ‘rock the boat’. Neumans LLP has a particular specialism in providing advice and representation in cases of work-related harassment including employment tribunal claims and ‘freestanding’ harassment claims in the County Court. Harassment can range from bullying and verbal abuse, to serious threats of physical violence. We always strive to make our clients feel that working with us offers a safe haven from harassment, where they are protected while we pursue the compensation they deserve. All our clients receive a prompt, responsive and sympathetic service, sensitive to the difficulties of their circumstances.
It is not possible to bring a direct bullying/harassment complaint in the employment tribunal. However if the bullying falls within a prohibited ground of discrimination (e.g. sex, race, age, religion and belief, disability and sexual orientation) then the claim should properly be brought in the Employment Tribunal. If the bullying and harassment is not part of the prohibited grounds of discrimination (i.e. ‘freestanding’ harassment) then the only option may be a claim in the County or High Court under the Protection from Harassment Act 1997.
We are one of the leading firms who practice in the specialist area of harassment. Our unique harassment service covers all aspects of harassment, including harassment occurring from an employment, criminal or civil context. We operate a dedicated ‘Harassment service. Please click here for further information.
Our employment team has dealt with a great deal of Compromise Agreements. In most straightforward compromise agreements we usually do not charge more than the employer is offering as legal expenses. This means that you usually do not pay a penny. Our employment team has been successful in negotiating higher settlements than those offered by the employer.
Due to popular demand we operate a dedicated Compromise Agreement Service. Please click here for further information.
We are able to and have a great deal of experience in providing advice and assistance throughout the disciplinary process. This has included offering discreet ‘behind the scenes advice’ and writing letters to employers warning them of the implications of any potential unfair disciplinary processes or asking them to define the scope of investigations.
We have been instructed to attend disciplinary hearings. There is no automatic right to legal representation at a disciplinary hearing. However recent case law (including Kulkarni v Milton Keynes Hospital NHS Foundation Trust and R (X) v Governors of (X) School and (Y) Council) suggests that the law is moving towards allowing legal representation in certain circumstances, especially when the allegations are very serious and the employment is regulated by an external body (such as doctors, nurses, schoolteachers and social workers).
Where appropriate we will fight for you to be accompanied to a disciplinary hearing by a lawyer. If this is not possible then we are able to fight for disclosure of key documents that may assist you and analyse and prepare the matter for delivery by yourself, a friend or trade union official.
Being treated less favourably at work is often degrading and humiliating. Discrimination manifests in different forms and specific employment legislation covers workplace discrimination due to factors including sex, sexual orientation, religion or belief, disability and age.
Whether the discrimination relates to the recruitment process, the work environment or termination of an employment contract, we are dedicated to solving your situation through expert negotiation and with a high degree of sensitivity. The three main types of dismissal are constructive dismissal (when you decide to leave because it has become impossible to work); unfair dismissal (when your employer does not follow proper procedure or give a fair reason for your dismissal); and wrongful dismissal (when your employer breaches your employment contract).
We provide robust representation for all forms of dismissal through professional, personal and cost-effective representation.
Neumans LLP is experienced at offering advice and assistance on workplace grievances. This has included drafting grievances, liaising with employers and attending grievance meetings, analyses of findings and using grievances as a basis for employment tribunal claims.
Being placed ‘at risk’ of redundancy is a distressing and daunting experience. When this happens it is often beneficial to get immediate legal advice. The employment team have advised on the redundancy process including analyses of the process to spot flaws which can then be exploited for more favourable outcomes on behalf of our clients. Our experience in this matter has included challenging selection for redundancy or challenging the amount of compensation offered.
Unpaid Wages are payments that your employer owes you that have not been paid. This includes holiday pay, sick pay, bonuses, commissions and other sums that may be due to you. We have experience of dealing with these sorts of claims.
For ‘pure’ unpaid wages claims we may be able to offer a fixed fee amount of the amount recovered.
The Employment Rights Act 1996 protects persons making whistleblowing complaints. It is also unlawful to be subjected to detrimental treatment or dismissed because of making a whistleblowing complaint.
If you are thinking of whistleblowing you should take immediate legal advice. The law is complex and cases are often defended vigorously because there is no cap on damages awarded and because the reputation of the organisation may be at stake.
We have experience of dealing with sensitive whistleblowing matters including matters arising out of medical and care establishments.
Employment Tribunal claims are usually funded on a private basis or by legal expenses insurance (usually under a home insurance policy). However sometimes we will undertake these claims under a ‘percentage of damages’ (Contingency Fee Arrangement) basis (see below).
Under certain circumstances we are prepared to cap our fees to give our clients certainty on costs and affordability. Sometimes we will start the matter on a private fee paying basis, and as the claim progresses charge a reduced rate. In other circumstances, as the claim progresses, convert the claim into a Contingency Fee Arrangement (subject to merits). A Contingency Fee Arrangement will mean that your legal costs will be taken from your damages (i.e. a slice of your damages will be used as legal costs). Any such arrangement will involve a maximum deduction of 35 % of damages. However this is staged depending on levels of risk and work to be undertaken. Therefore at earlier stages of the claim the deduction will be far less than 35 %. However, no matter what the funding arrangement we may charge for an initial meeting and analysis of your matter.
Non- Employment Tribunal claims usually have causes of action in harassment, breach of contract and / or negligence. We are sometimes able to offer these claims on a no win no fee basis (subject to merits) with an after the events (ATE) costs insurance policy (which protects our clients against any adverse costs order). This is because in the County or High Court costs are recoverable (unlike the Employment Tribunal). However we cannot guarantee that you will meet the criteria for this. The criteria will include you have more than 51% chance of winning any claim and that the person you are suing has the means to meet any judgment to pay the legal costs.
We do not have a civil legal aid franchise. Therefore you may have to fund any potential claim on a private basis. However we may be prepared to offer a discounted hourly rate. This is an arrangement whereby, as the claim progresses we will charge reduced hourly rates. This can be as low as 25% of the normal hourly rate. If you are successful we recover an enhanced hourly rate from the person you have sued.
Please speak to us. We aim to be flexible and accommodating
If you have union membership or have legal expenses insurance you have the right to appoint your own solicitors. Please click here for further information.
From straightforward compromise agreements to complex issues of harassment, redundancy or dismissal, Neumans provides practical advice to find the best solution for your employment-related issues.
Please contact Riz Majid (Head of Employment) on 020 7429 3900 or at mail@neumansllp.com. |
