Employment Law Solicitors Essex, Brentwood & Romford

Overview of the legal framework governing employment relationships in the UK.

Importance of understanding employment law for both employees and employers.

There are a number of pieces of legislation that cover employment issues, everything from dismissals and discrimination to tribunals and TUPE. This means it can be a particularly challenging area of law.

You can expect to receive advice and guidance on a whole range of issues, as well as, if required, representation at the Employment Tribunal. Here at Mullis & Peake LLP, the employment law team has many years of experience dealing with all aspects of employment law.

What employment law advice/services do we provide?

Employment Law Enquiry

Fill out the form and a member of our team will get in touch to discuss how we can help.

What is employment law?

There are a number of pieces of legislation that cover employment issues, everything from dismissals and discrimination to tribunals and TUPE. This means it can be a particularly challenging area of law.

You can expect to receive advice and guidance on a whole range of issues, as well as, if required, representation at the Employment Tribunal. Here at Mullis & Peake LLP, the employment law team has many years of experience dealing with all aspects of employment law.

What employment law areas do we cover?

Discrimination

The Equality Act 2010 is the basis of discrimination law in the UK. The Act states that it is unlawful for an employer to discriminate against an employee by reason of any protected characteristics.

Discrimination

Disciplinary Hearing

disciplinary hearing will take place when there are issues with an employee’s conduct in the workplace. The purpose of the hearing is to explore the allegations against the employee, hear any relevant evidence, listen to the employee’s explanation and make a decision as to the sanction (if any) to be applied.

Disciplinary Hearings

Documents on a desk, making notes

Employee Legal Advice 

In any of these situations, taking expert advice at an early stage can often prevent a problem from escalating. Our solicitors will endeavour to find the best, and most cost-effective advice for you.

 Employee Legal Advice

Redundancy 

disciplinary hearing will take place when there are issues with an employee’s conduct in the workplace. The purpose of the hearing is to explore the allegations against the employee, hear any relevant evidence, listen to the employee’s explanation and make a decision as to the sanction (if any) to be applied.

Redundancy

People sitting at the table

Settlement Agreements 

settlement agreement is a legally binding contract, made between an employee and an employer, bringing the employment to an end on agreed terms.

Settlement Agreements

Tribunal Representation 

Navigating a claim in the Employment Tribunal can be confusing, stressful and time consuming. Filling out the form to issue a claim is only the start. Once a claim is defended, there may be a preliminary hearing, and the Tribunal will issue “directions” which tell the parties when and how they need to exchange evidence.

Tribunal Representation

professional people having a business meeting

Unfair Dismissal

There are 5 potentially fair reasons for dismissing an employee:

  • Capability or Qualifications
  • Conduct
  • Redundancy
  • Statutory restriction
  • Some other substantial reason

Whilst these may seem quite straightforward, dismissals are a minefield for employers. A fair procedure must be followed (even in the most clear-cut cases of gross misconduct) or the employer is at risk of a claim for Unfair Dismissal.

Unfair Dismissal

Commercial Employment Disputes

Employment law is one of the key areas for concern for our business clients. Unfortunately, many businesses will at one time or another find themselves needing employment law support and advice. Our experienced team is here to assist you and provide rules and advice on keeping redundancies fair

Commercial Disputes

Typing on laptops at the table
Showing a colleague something written on her notebook

The team covers all areas of employment law, get in touch with us today to take legal action.

Common Employment Law Issues

Harassment and Bullying:

Assisting employees who face harassment, bullying, or victimization at work, ensuring their rights are protected and seeking legal redress.

Contractual Disputes:

Resolving disputes related to employment contracts, including issues with terms, conditions, or breach of contract by either party.

Whistleblowing Cases

Providing legal support to employees who report wrongdoing or illegal activities within their organisations and face repercussions.

Equal Pay Claims:

Handling cases where employees claim they are not receiving equal pay for performing similar work as others due to gender or other protected characteristics.

Maternity and Family Rights:

Assisting employees in cases involving maternity/paternity rights, parental leave, flexible working, or discrimination related to family responsibilities.

Employee Rights:

Protecting employees' statutory rights, including holiday entitlements, working hours, and protection against unlawful deductions from wages.

Employment Tribunal Representation:

Representing clients in employment tribunals, providing legal advice, preparing cases, and advocating on behalf of employees or employers.

Negotiating and drafting settlement agreements between employers and employees, especially during termination or dispute resolution.

Seeking Legal Advice

When to consult a solicitor

For an employer, using an employment law solicitor could minimise the risk of an employment tribunal claim being brought against you. For an employee, although you can represent yourself in the tribunal, it can be quite complicated and really daunting. Using a solicitor gives your claim the best chance of success.

Initial consultations

We offer initial consultations for a fixed fee of £500 plus VAT at 20%, which is payable in advance. During the initial consultation we will take a full history of your employment issue, advise you as to the legal position and set out the actions available to you.

Ongoing legal support

If you decide to instruct us after your initial consultation, we will be by your side throughout your matter, whether this involves Tribunal representation, negotiating with your employer, or (for commercial clients) providing ongoing advice around employee relations.

Our recent Employment Law cases

In the last year, the employment team have worked on a number of cases, which includes:

    • Advised a large leisure organisation on a gross misconduct dismissal.
    • Acted as an independent legal adviser to numerous clients in relation to settlement agreements.
    • Enforced post-termination restrictions against former senior employees of a major engineering firm.
    • Drafted employment contracts for the senior management team of a facilities management company.
    • Advised employees in relation to claims for disability discrimination and sex discrimination.
    • Acted for an employee in a claim for an unlawful deduction from salary.
    • Assisted a retail client with a large-scale redundancy exercise.
    • Advised the buyers of a food business in relation to the TUPE transfer of several employees.
Showing a colleague something written on her notebook

Frequently asked questions

Employment law primarily exists to protect all employees (and, to a lesser extent, workers). There is legislation to cover all aspect of employment, from working hours and conditions to the right to maternity / paternity leave. Employment law can also offer protection to employers, in that as long as an employer complies with the law and behaves reasonably, the risk of an Employment Tribunal claim is minimised.

A solicitor can assist at all stages of an employment matter, from start to finish. A barrister will usually only be used when there is a hearing in the Employment Tribunal.

If you are an employee who has been offered a settlement agreement, you must take independent advice from an employment solicitor before signing the agreement. If you are an employer and are at all unsure as to whether your terms and conditions of employment, and/or your policies and procedures are legally complaint, you should seek advice from an employment solicitor. Anyone who is involved in an Employment Tribunal claim will benefit from specialist advice and assistance.

At the initial consultation, we will take a full history of your matter and review any relevant documents. We will then advice as to your legal position, and tell you what, if any, action you can take. Our advice will then be confirmed in writing afterwards, which is included in the initial fee of £500 plus VAT charged at 20%.

Our regulators require us to provide pricing information on our website for some of the areas of work that we undertake, we therefore set out pricing for these areas, as well as those areas of work that we undertake on a fixed fee basis here. For a quotation on fees on the other areas of work we cover, you will need to contact the teams directly to discuss your circumstances.

Yes! In fact, this is what we aim for. It is usually preferable for all parties if agreement can be reached without the need for lengthy and expensive tribunal proceedings.

Once a claim has been issued, the respondent employer will have 28 days in which to respond. At that point, the file will be referred to an Employment Judge who will give “directions” – these are requirements to help the case move along and make sure that all parties have the information that they need. Directions may include a preliminary hearing, timescales for the parties to exchange documentary evidence, and witness statements. Ultimately there will be a final hearing (trial) at which the Tribunal will make a decision.

Yes. As a general rule, a claim must be brought within 3 months less one day from the date of the event complained of. The clock will be stopped for some or all of any period of ACAS Early Conciliation. Calculating the time limit can be complicated, and extensions of time are rarely granted, so it is important to seek advice on this point.

You should – there are legal requirements around the consultation that employers must engage in prior to making redundancies, and failing to use a fair procedure for selecting the roles that are redundant can lead to a claim for unfair dismissal. Involving a solicitor at an early stage can help you to navigate those requirements.

OUR CLIENTS SAY ABOUT US

Ranked highly in Essex, Romford, Brentwood for Employment Law

Employment
Excellent, swift service from Esther at Mullis & Peake. Showed clear expertise in her field & walked me through everything patiently & thoroughly.
Dan
Employment
Esther Marshall was superb! If you are looking for a Solicitor who is not stuffy or pompous then I would highly recommend her.
Joann
Employment
Esther was brilliant. Clear, made it easy to understand and the settlement was completed very quickly.
Lea
Employment
Esther was extremely helpful and professional. She ensured that I got the best outcome for my case.
Glen

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Meet OUR people

Employment Law Team

Head of Dispute Resolution

Holly Minney

Holly is a Member and Head of Mullis and Peake’s Dispute Resolution Department

Contact Holly
Chairman

Martyn Trenerry

Martyn ​is our Chairman and the firms' Compliance Officer for Legal Practice

Contact Martyn
Member

Esther Marshall

​Esther is a Member and works in our Dispute Resolution team 

Contact Esther