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Employment Disputes Solicitors
Employment disputes can be disruptive, time-consuming and stressful, whether you are an employer managing risk or an individual facing uncertainty at work. Our role is to provide clear, practical advice that helps you understand your position and take measured steps toward resolution.
Facing an employment dispute and unsure where to start?
Disagreements in the workplace often arise unexpectedly and can escalate quickly if not handled carefully. You may be worried about cost, reputational impact, or making the wrong decision too early. Our employment disputes solicitors in Essex provide calm, commercially focused advice, helping you assess your options, manage risk, and move forward with confidence, whether through negotiation or formal proceedings.
Breakdown of the employment relationship
A dispute has arisen between employer and employee, often involving conduct, performance, or trust, and you need advice on how best to manage the situation without making matters worse.
Dismissal or exit disputes
Concerns about unfair dismissal, wrongful dismissal, or the terms of an employee’s exit, including notice, payments, or post-termination restrictions.
Contractual and pay disputes
Disagreements over salary, bonuses, commission, holiday pay, or other contractual entitlements, where clarity is needed on rights and obligations.
Grievances and disciplinary processes
You are dealing with a grievance or disciplinary issue and want to ensure procedures are handled fairly, lawfully, and with minimal risk of escalation.
Risk of tribunal or court proceedings
A dispute may lead to an Employment Tribunal or court claim, and you want early advice to understand exposure, costs, and likely outcomes.
Employment Disputes Services
We advise on a wide range of employment disputes, supporting clients from early concerns through to formal proceedings where required. Our approach is always to understand the context, identify risk, and help you choose the most appropriate route forward.
Advice on claims arising from dismissal, including whether a dismissal was fair, whether notice obligations were met, and how best to respond to or pursue a claim.
Advice on age, disability, race, sex, pregnancy, religion and other protected characteristics.
Guidance on negotiating and drafting settlement agreements, helping employers and employees reach a clean, legally sound exit with clarity around payments and future obligations.
Resolving disputes over employment contracts, including pay, bonuses, restrictive covenants, and breach of contract claims, with a focus on protecting your position.
Workplace mediation is a collaborative, cost-effective way of resolving disputes in the workplace. It’s a great alternative to formal procedures, and if initiated at an early stage can avoid Employment Tribunal claims.
Workplace Harassment
Assisting employees who face harassment, bullying, or victimisation at work, ensuring their rights are protected and seeking legal redress.
Employment Dispute Resolution
Employment Tribunal proceedings follow a structured process, with defined roles for employees, employers, legal advisers and, in some cases, trade unions. Knowing how these roles interact can help you prepare effectively and avoid unnecessary complications.
The Role of Legal Counsel
In Employment Tribunal proceedings both parties will usually engage a solicitor, who will carry out the day-to-day tasks required to get the proceedings ready for a final hearing. Barristers (also known as Counsel) will usually be instructed for the final hearing.
The Role of Unions
If an employee is a member of a Union, they are usually entitled to assistance with internal procedures, as well as legal assistance if the matter goes to the Tribunal.
The Role of Employees
The Employee will be the “Claimant”, as they are bringing the claim against their employer. The Employee will need to produce evidence to support their claim and make a witness statement giving their version of events. The employee will need to give evidence at a final hearing, which will include being cross-examined by the lawyer representing the employer
The Role of Employer
The Employer will be the “Respondent”. They will need to produce evidence to support their version of events, and key staff who were involved in the events giving rise to the claim will need to make witness statements. They will also need to give evidence at the final hearing, which will include being cross-examined by the lawyer representing the claimant.
Why choose Mullis & Peake
Employment disputes require careful handling, not just legal knowledge. Our Commercial Dispute Resolution Team works closely with clients to provide clear, proportionate advice that reflects both legal risk and commercial reality.
Clear legal assessment
We explain your rights and options in plain English from the outset.
Resolution focused
Practical advice aimed at settling disputes efficiently where possible.
Litigation strength
Experienced representation if court action becomes necessary.
Local expertise
Trusted solicitors with strong knowledge of Essex courts and procedures.
Frequently asked questions
If you have a nuisance employee, the first port of call should be following through your practices and procedures. You should be aiming to help and support them, to get them where you need them to be. If that fails, then dismissal may be an option, but it’s really important that you follow the correct procedure to make sure that no employment tribunal claim follows.
A settlement agreement ties up all of the issues between an employer and an employee around their employment and the termination of their employment. For an employer, it gives confidence that there will be no further claims. And, for an employee, the benefit will usually be some form of compensation for the termination of their employment.
If an employee leaves without notice, this is technically a breach of contract. If you have suffered a loss as a result of them leaving without notice then you may have a claim for damages. You should speak to a solicitor to find out if you do have a claim and, if so, what the next steps are.
If you’re a small or new business looking to expand and take on staff, it’s very important that you get advice. It’s not just as simple as having an employment contract template and hiring a new member of staff. It’s important that you’re aware of all of your legal obligations as an employer. They might include your duty to look after the health and well-being of your staff, or laws around pensions as it is now compulsory to have a scheme available for all employees in your business. You also need to consider equality laws. If you’re looking to take on staff for the first time or grow your business, you should get expert advice at the beginning to help establish good foundations. It is also important to have your employment contracts reviewed once in a while to make sure they stay up to date.
At the outset of the matter you will be provided with a fee estimate based upon our experience in dealing with similar matters in the past. If something unexpected happens and it appears that fees are going to increase we will contact you and agree a new estimate prior to carrying out further work. Likewise, if we spend less time on the matter than expected we will not charge you the original fee estimate.
It is not always necessary to attend our offices and have a meeting. We understand that time constraints affect businesses and that a telephone conversation is sometimes more convenient for clients. Alternatively, we are happy to meet with clients even if they only have a few queries. We will always be flexible in order to meet your business needs.
As an employer, there are a number of reasons for which you can rightfully terminate an employee’s contract. It might be for reasons of capability, disciplinary reasons, or redundancy reasons. But it’s really important that a proper procedure is followed, so that you don’t end up on the receiving end of an employment tribunal claim.
For an employee, the key clause in a settlement agreement will usually be the one around compensation for loss of employment. For an employer, the key clauses will be that which prevents any future employment tribunal claims. And, perhaps if appropriate, some clauses restricting the employee from going to work for a competitor in the future.
For an employer, using an employment law solicitor could prevent any employment tribunal claims from being brought against you. For an employee, although you can represent yourself in the tribunal, it can be quite complicated and really daunting. If you use a solicitor, you give your claim the best chance of success.
Get in touch with our Employment Disputes team
If you are facing an employment dispute, early advice can make a significant difference. Our team offers clear, confidential guidance to help you understand your position and decide on the next steps with confidence.
Specialist employment disputes solicitors
– Dedicated solicitors with deep experience.
Fast, confidential advice
– Clear guidance when you need it most.
No-obligation consultation
– Understand your options before you decide.
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Latest insights and news
Insights
Guidance provided on validity of Pandemic Wills
The case of Coady v Coady (PT-2023-BHM-000025, concerned a legal dispute over the validity of a Will made by Kathleen Bernadette Coady in 2020, during the COVID-19 pandemic.
William Cook
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Aaron Burkett
Dispute Resolution Solicitor
Esra Dogan
Associate Solicitor