Services

Employment

At Portner we have a pragmatic specialist employment team who represent both employers and employees.

In this fast-moving area of complex law, which is constantly adapting to keep up with modern work practices and demand, we are well placed to advise and assist you with your employment issues.

Employment law – Employers

Employment law is constantly changing and adapting to keep up with modern working practices and demands. It is an area of law that can be complicated and confusing. The enormous number of employment compliance issues means that employers increasingly require specialist advice in order to keep up with developments.

At Portner we have a pragmatic specialist employment team and so can offer our clients a comprehensive advisory and consultation service, covering all aspects of the modern workplace – with our proactive approach to employment law, we aim to prevent problems before they arise – and we are able to offer same-day and even out-of-hours advice where necessary.

We provide advice in the following areas:-

  • Drafting staff contracts of employment and directors service agreements
  • Dealing with redundancies and other forms of dismissals
  • Correct dismissal procedure
  • Disciplinary and grievance procedures
  • Written warning and sensitive letter drafting
  • Bringing proceedings for breach of employment contracts including applications for restraining orders
  • Health and safety obligations
  • Employee rights
  • Sexual, racial, disability discrimination
  • Data Protection legislation
  • Transfer of undertakings (mergers and takeovers) implications.

The cost to you depends on the length of time it takes to complete the work, but our time recording and billing method allows you to see exactly where you stand at any time.  You will receive regular bills, which include an itemised list of all the charges for that bill.

Employment law – Employee

At Portner we have a pragmatic specialist employment team to represent and support you.

We offer a free, no obligation initial consultation (this doesn’t mean you have to come in to see us because we are happy to advise by telephone and email).  During this meeting we get to grips with your employment problem and suggest the way forward.  We will determine whether you have a valid claim against your employer, what steps we can take for you in attempting to resolve the issue and tell you the costs involved. We will also be very frank about the potential pitfalls and expenses that could be incurred if you don’t have a particularly strong case, and we will set out the reasons for not pursuing the matter further.

There may be funding options available to you, for example, not only hourly rates, but fixed fees for Settlement Agreements (and which cost may be met by your employer), or Legal Costs Insurance and Family Legal Protection policies which may form part of a house contents insurance, buildings insurance and the like – which you may not be aware of.

We aim to deliver a friendly and personal service to all our clients and will keep you regularly informed about your case.  You can choose the way you would like to be kept informed, whether by letter, email or telephone. 

For Employees:-

We realise that many individuals are reluctant to pursue genuine employment grievances or claims against their employers for fear of racking up crippling legal bills, especially at a time when you may already be facing the prospect of loss of income and the stress of impending financial difficulty.

We aim to offer friendly professional law advice and guidance to employees, whether you want to know more about your rights, or something has recently happened to you in your workplace, we can advise on:-

  • Review contracts of employment
  • Compromise agreements
  • Redundancy
  • Wrongful and unfair dismissal
  • Discrimination and harassment
  • Employment tribunal claims

Frequently asked questions

Our team are always ready and able to answer your employment queries. Here are a couple of the commonly asked questions.

What is the right to appeal?

You have the statutory right to appeal against all disciplinary and grievance decisions that you consider are wrong or unfair. Your employer should inform you of your right, and the time period for doing so (usually this is up to 5 working days from the original decision). You will usually need to make the request in writing, and set out the grounds for doing so.

You do not have the statutory right to appeal a redundancy, although there may be a right set out in your contract of employment, and even if there isn’t, many employers will still offer an appeal in a redundancy situation.

What is constructive dismissal?

Constructive dismissal is where your employer has fundamentally breached your contract of employment in some way. In turn, you would need to have resigned your employment as a result of such breach, and not be deemed to have accepted the breach in any way.