FAQ's for Employment Law
How can I pay for my employment legal fees?
Please visit our website for more detail relating to funding options.
What is a compromise agreement?
A compromise agreement is an agreement that usually terminates the employment and pays the employee a sum of money. In return the employee signs away his/her right to make a claim to the Employment Tribunal.
Why does employment law favour the employee?
Employment law exists to protect the best interests of employers and employees. It is understandable that, due to the vast amount of legislation in this area, that an employer feels overwhelmed by what is required of them. The temptation is to ignore issues and hope that they go away but it is not a safe way of dealing with employees. It is also worth bearing in mind that a small complaint can end up as a costly Employment Tribunal case if not handled promptly and sensitively.
What are the rest breaks that employees are entitled to?
Employees are entitled to 20 minutes after six hours. If aged under 18, 30 minutes every 4.5 hours.
Do all employees need written contracts?
All employees should be given written terms and conditions within two months of starting employment. The consequence of not doing so is that should the employee make a claim to the Employment Tribunal you could be fined for up to four weeks’ gross pay for failure to provide such terms and conditions.
Is there a legal right to bank holidays?
The statutory minimum holiday entitlement is currently 28 days inclusive of bank holidays. You should check the Employment Contract of the individual to see if bank holidays are part of their holiday entitlement.
How long is it before an employee is entitled to claim statutory redundancy pay?
An employee can claim statutory redundancy pay after two years’ service.
Is there a time limit for making a claim to the Employment Tribunal?
Yes, a claim to the Employment Tribunal must be made within three months less one day from the date of the act of discrimination or the date of dismissal.
Disclaimer
The answers to these questions contained in this FAQ document are very general in nature and should not be relied upon in relation to any specific set of circumstances. Specific advice should be sought from Cohen Cramer in relation to your specific circumstances.
They were very good, and handled everything promptly and effectively. I was kept updated every step of the way
