Our Employment Law Department is recognised as one of the leading employment law firms in Essex by The Legal 500, an independent and definitive guide to the best law firms in the UK.
We advise on all aspects of employment law for individuals. You may be a senior executive looking to manage an exit take, the victim of discrimination at work or have been selected as a candidate for redundancy.
We are aware that life as an employee has become increasingly complicated. Whether you find yourself in a dispute with your employer or need assistance to negotiate your employment terms or exit package, you should have professional advice that takes into account the sensitivity often required in employment situations whilst protecting your interests and rights.
We understand that you cannot always control when and how a dispute may arise. If a dispute is not handled effectively, the consequences can be considerable in terms of financial loss, time and stress. Many cases that end up with lengthy and expensive disputes could have been resolved much earlier with the right legal advice and approach. There are some instances where there is no alternative but to litigate. If this is the case, we will vigorously pursue actions on our client’s behalf.
We take a practical and authoritative approach to ensure we achieve the best results for our clients. We provide a wide range of services including immediate telephone support for urgent workplace problems. Whilst we cannot provide specific advice on your matter before you become a client, we can give you an honest assessment of whether you would benefit from advice and discuss in general terms your options. Naturally, everything you tell us will be in complete confidence.
Early morning, late night and Saturday appointments are available to meet our clients' needs. All offices are open until 7pm Monday - Thursday.
▼ Our employment expertise includes
- FREE Monthly Employment Law Advice Surgery
- Discrimination, Bullying and Harassment in the Workplace
- Disciplinary, Capability and Grievance Issues
- Dismissals and Redundancy
- Settlement Agreements
- Takeovers, Mergers and TUPE
- Whistleblowing Claims and Support
- Flexible Working and Family Friendly Rights
- Team Moves and Restrictive Covenants
- Pay and Bonus Disputes
FREE Initial Employment Telephone Consultations
We understand that speaking to a solicitor for the first time about any issue relating to employment worries can be a difficult and rather stressful experience. Our expert employment solicitors in Essex and London will be happy to undertake an initial interview over the telephone to provide you with some general legal advice. This will enable you to determine what the best next steps are for you to take.
FREE initial telephone consultations are available at any of our offices located in Brentwood, Hornchurch or Upminster, or at our office facilities in Leigh-On-Sea and Canary Wharf, London. We understand that sometimes it is difficult to arrange calls during working hours, so we also offer early morning, late night and Saturday appointments. All offices are open until 7pm Monday-Thursday.
If you wish to book a free initial telephone consultation with one of our solicitors, please complete the form to the right – one of our team will be in touch with you shortly to discuss.
FIXED FEE appointments are also available with our employment solicitors.
▼ Notable individual employment cases include:
- Acting for a Consultant paediatrician in a successful claim for age discrimination against Barking, Havering and Redbridge University Hospitals NHS Trust
- A successful high profile whistleblowing case against an NHS Trust reported in The Independent and by the BBC
- Acting for a bus driver in a successful claim for unfair dismissal against Arriva London North Limited
- Acting for a senior lawyer in a claim for disability discrimination and unfair dismissal against a law firm
- Advising a Director and Chief Operating Officer on the termination of employment and resulting settlement agreement, which exceeded a quarter of a million pounds
- Acting for a Detective Sergeant in a successful claim that he was passed over for promotion on the grounds of his bringing previous race discrimination claims against the Metropolitan Police Service
What Legal 500 2017 says...
"Pinney Talfourd LLP fields a 'very practical, forward-thinking, responsible and reliable' employment practice that is noted for its 'professionalism in all areas.'"
Your key contact: Alex Pearce
▼ Employment - FAQS
- The right to the national minimum wage
- Not to suffer detriment for exercising rights in respect of the national minimum wage
- Protection against unlawful deduction from wages
- Working Time Regulation provisions in relation to paid annual leave, rest breaks and maximum, working week
- Not to suffer detriment for exercising rights in respect of the Working Time Regulations
- Right not to suffer discrimination
- Not to suffer less favourable treatment due to part time worker rights
- Right to be accompanied at disciplinary or grievance hearings
- Not to suffer a detriment for exercising the right to be accompanied at disciplinary hearing or grievance hearing
Q. What is the difference between a worker and an employee?
Q. What are the legal minimum periods of rest for an adult worker?
- a minimum rest break of 20 minutes in the course of any working day that exceeds six hours
- a minimum daily rest period of at least 11 consecutive hours in each 24-hour period during which they work for the employer
- and an uninterrupted weekly rest period of at least 24 hours
Q. How many days holiday am I entitled to a year?
Q. Who can request flexible working?
- be an employee;
- have a child under the age of 17, or under 18 (if the child is disabled) or care for an adult;
- have worked for the employer continuously for 26 weeks when the request is made;
- have or to be expected to have responsibility for a child's upbringing and have a specified relationship to the child.
- It is not uncommon for people to have legal expenses insurance either as an extension to a home contents policy, motor insurance policy or specialist legal expenses insurance. If you have insurance which might cover this legal work, your legal expenses insurers may agree to this firm being instructed on your behalf.
- If you are a member of a trade union you may be entitled to free legal advice.
- You will no doubt have heard of 'no win, no fee agreements'. The correct term for these agreements is 'Conditional Fee Agreements'. This firm may consider entering into such an arrangement depending on the case and the prospect of success.
Q. What is the minimum provision for maternity leave?
A. Regardless of length of service, a pregnant employee is entitled to take 26 weeks' ordinary maternity leave followed immediately by 26 weeks' additional maternity leave.
Q. What happens to pension entitlement during maternity leave?
Q. What is my right to return to the same job
Q. What happens if I am pregnant, and I am due to be made redundant?
- HIV infection
- Multiple sclerosis
- Blindness, severe sight impairment, sight impairment and partial sightedness (provided this is certified by a consultant ophthalmologist) and severe disfigurements.
Q. On what grounds can I be discriminated against?
Q. Can direct discrimination be justified?
Q. What is the time limit to bring a claim for unlawful discrimination?
Q. How long do I have to be employed to bring a discrimination claim?
Q. What can the Employment Tribunal do if my discrimination complaint is successful?
- make a declaration as to the rights of the complainant and the respondent in relation to the matter to which the proceedings relate.
- order the respondent to pay compensation to the complainant and make an appropriate recommendation. A recommendation could include ensuring that a policy is more effectively implemented, staff retraining or introducing an equal opportunities policy for example.
- Below £600 - should be avoid altogether
- £600 - £6,000 for less serious cases, such as isolated events or one off act
- £6,000 - £18,000 for serious cases not meriting an award in the highest band
- £18,000 - £30,000 for the most serious cases involving a lengthy campaign of discriminatory treatment or extremely serious one off incident
- Awards of £30,000 should only be made in exceptional circumstances.
Q. Do I have the right to be accompanied to a grievance or disciplinary meeting?
Q. What are the statutory periods of notice? (Different to contractual notice)
Q. Does your employer have to give you written reasons for your dismissal?
Q. If I am unfairly dismissed, what remedy can the Employment Tribunal award?
Q. How much does it costs to issue an Employment Tribunal Claim?
Q. How long do I have to be employed to be entitled to a statutory redundancy payment?