Hatton James Legal
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Hatton James Legal is a specialist firm with offices in Birmingham, Solihull, London and Walsall with particular expertise in employment, corporate and commercial law. We represent businesses and individuals. Providing specialist help and advice on Settlement Agreements for employees of all levels. Our experienced team at Hatton James Legal provides plain, effective commercial advice giving you peace of mind when faced with HR issues and allow you to focus on your business.

Our specialist team has vast experience in dealing with employment and HR matters for employees. Here are some of the issues we advise on. We will be happy to answer any questions, quote you for more in-depth work and let you know if we feel your case is suitable for a no-win, no-fee agreement. With over 30 years experience in employment law. Hatton James Legal's Employment Lawyers have a reputation for providing prompt and pragmatic solutions.

We provide specialist help & advice to employees of all levels of experience across Birmingham.
Highlights

read more › To help you understand in further detail the services that we provide, we have put together some frequently asked questions. Advice on dealing with a straightforward disciplinary where you expect a warning might take very little time. A full tribunal case can be expensive because of the amount of preparation required to do the job properly. But we might offer you a no-win, no-fee arrangement and you may be covered by an insurance policy. We guarantee that we will make our assistance cost-efficient and not to charge anything without agreeing it with you in advance.

read more › A settlement agreement is an agreement between an employee and employer, that settles any legal claims between them. Settlement agreements are common when a legal claim has been filed as they can bring a claim to an end swiftly. If an employer has a claim against them, a settlement agreement can settle a dispute with an employee and end any claims against them, without taking it further. The settlement can include anything, but it is most commonly associated with a sum of money paid to the employee which is negotiated in the agreement.

read more › If your employment is terminated without a valid reason, you may be able to claim for unfair dismissal. A claim for unfair dismissal can be pursued if the reason for an employee's dismissal is deemed to be unfair. You will need to prove that your employer has broken the code of conduct and share your experience openly. But don't worry, our team will examine your case and support you through the entire process. We advise that you make a claim straight away, as you only have three months from the date of your dismissal to start the process.

read more › If you have witnessed malpractice, dishonesty, or any wrongdoing in the workplace, you may feel the moral need to report it. This is called whistleblowing. You shouldn't be punished for doing the right thing, that's where Hatton James Legal can help. If you have decided to become a whistleblower, it's best to have a strong legal team behind you. It's no secret that there are risks, and you could leave yourself open to some negative reactions. Cases of whistleblowers being demoted, pressured to resign, or harassed is not uncommon, but we believe you shouldn't be punished for telling the truth.

read more › Constructive dismissal refers to an employee resigning from their job because they feel they have been treated unfairly. This happens when employees have reached a point whereby they feel they have no choice but to resign. If you have been unfairly treated, or your employers' conduct has left you feeling like there is no other option but to leave your employment, get in touch to find out how we can help. Although you have decided to resign, it may still count as constructive dismissal in the eyes of the law.

read more › Everyone has the right to be treated with decency and respect, but bullying and harassment is an all too familiar occurrence in the workplace. If it's happened to you, don't suffer in silence. We take harassment claims very seriously and our team are here to help you do what's right. Depending on the severity of your situation, we can advise you on the first steps to take. Initially, it may be best to speak to the person directly in the presence of a witness or speak to someone in HR. However, if this doesn't work you may need to take things further.

read more › We'd like to think that discrimination no longer happens in the workplace but unfortunately, it simply isn't true. So when it does happen, Hatton James Legal are here for you. As an employee, you are automatically protected from discrimination under the 2010 Equality Act. The act was put into place to safeguard people from being discriminated against in the workplace and in wider society too. You are protected from direct and indirect discrimination under this act which details the ways in which it is unlawful to treat someone.

read more › In business, it's not just employment contracts that need to be checked carefully. There are many different contracts that businesses deal with every day - that's just part of the job, but you should always take a step back before you sign on the dotted line. Our qualified and experienced team will review any contract you have received from external sources such as suppliers, clients or investors. We will make sure it meets the needs of your business, states the responsibilities of each party clearly, and complies with all legal guidelines.

read more › When you hire someone as an employee, it is a legal requirement to provide them with a contract of employment. The contract begins on the employees first day of work, so the contract needs to be in place in advance of their start date. But what needs to be included? The document needs to include the terms of employment and contain a summary of what will be expected of the employee, and what the employee should expect from the employer. Your employees are an essential part of your business, but they can also be a source of difficulty and stress.

read more › It's not something any business wants to go through, but being prepared is the best way to ensure your business is in the best possible position, should you be taken to an employment tribunal. The purpose of an employment tribunal is to make decisions about disputes that occur in the workplace. Generally, employees that take their employers to employment tribunals, but it can be from other sources such as suppliers, trade unions, or job applicants. There are various reasons you may be taken to an employment tribunal such as unfair dismissal, discrimination or pay disputes.

read more › There are so many strings to the HR bow and it's not always easy to get to grips with things, especially when you're focused on making your business successful. You're great at doing what you do, so let us handle the HR side of things. Our team can step in at any stage of business development to support you. We can implement a HR system that works, improves productivity, and is cost-effective for your business. By working with us, you'll know we are ready to help with any HR issues, big or small.

read more › There can be many benefits of a strong and well-managed business partnership but what do you do if something goes wrong? If your business relationship takes a turn for the worst, your business, livelihood, and reputation could be on the line. If you have fallen out with your business partner, we can provide professional and practical advice to help you solve the dispute as quickly as possible. Partnership disputes can be damaging and distressing for everyone involved, that's why we promise to get things moving straight away.

read more › If you are an employer thinking of making redundancies or restructuring, there are important details to consider. As an employer, you need to make sure the process is handled sensitively, and all procedures are followed to ensure issues don't arise down the line. The size of your business will depend on what procedures you must follow legally. However, it is always best to follow the Employment Relations Act 2000. We will guide you through every stage, to ensure all of the necessary steps are taken, and the employees' needs are met in the eyes of the law.

read more › Before bringing an employment tribunal claim you need to register your complaint with Acas first. This article explains the procedure in detail and warns of some pitfalls to watch out for before bringing a tribunal claim in the UK. The Enterprise and Regulatory Reform Act requires a claimant to provide to ACAS certain information online or by phone before presenting a tribunal claim in relation about 'that matter' so that they can offer Acas Early Conciliation. The form asks for contact details, representative's details, employer's details and job details.

read more › An employment contract may give the bare statutory minimum entitlement (zero notice for the first month, then one week's notice for the first two years, then one extra week per year's service after that, to a maximum of 12 weeks). In gross misconduct cases, employment lawyers will tell you that employers don't have to give any notice. This is called 'summary dismissal' and if challenged, this is called a wrongful dismissal claim (there is no length of service minimum to bring this employment tribunal claim).

read more › This article is about restrictive covenants, an area that trips up more employers than perhaps any other. Restrictive covenants are post-termination restrictions in employment contracts that stop an employee doing something after termination. That explains the "restrictive" part. Allowing their new employer to use confidential information learned during employment with you (confidentiality clause). Poaching your customers or employees (non-poach clause); and where the above is not enough. The general rule is that any individual is free to secure any job they want and use skills developed earlier in their career to progress in it.

read more › You can complain if you are treated differently or badly because you are younger or older than someone in a different age group would be treated. An employer won't admit this outright but it is age discrimination. As for age discrimination examples, maybe they have said they don't feel you don't 'fit in' with the culture, which is often a code for discrimination. This would be the case with a sales rep who was told they don't have "Youthful enthusiasm", or "drive". Compulsory retirement at 65 is an example of this; it used to be common but now that it is it discriminatory it is rarely seen these days.

read more › 11 million people in the UK have a disability for employment law purposes, around 1 in 5 people. They are protected from disability discrimination at work and in their daily lives by being given the right to bring employment tribunal claims. Disability discrimination is treating disabled employees badly or differently to those without a disability but it can also be treating them the same. If you are forced out of your job because of your employer's reaction to your medical condition, this is also likely to be considered an unfair dismissal.

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