Employee Legal Advice

Problems at work can take many forms.

Do you need help with the following?

  • Grievances and disciplinary matters
  • Ill health, sickness absence and sick pay
  • Changes to your contract of employment
  • Breach of contract (including unlawful deductions from wages)
  • Discrimination (including victimisation and harassment)
  • Whistleblowing
  • TUPE transfers
  • Redundancy
  • Settlement Agreements
  • Employment Tribunal Claims

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 solution for you.

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Employment Law Enquiry

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

Mullis & Peake will use the information you provide in this form in accordance with our privacy policy. With your consent, we may from time to time send you general updates by email or post that we think you will find of interest.This includes notification of upcoming event and updates or alerts containing relevant legal news. You can update your preferences at any time and will be able to easily unsubscribe from anything that you do not wish to receive.

Frequently asked questions

Parents don't have any legal right to paid time off if their child's school is closed, for instance, for an election. However, all parents have the right to various types of unpaid leave. And it may be that you could explore with the parent whether they ant to use unpaid leave in these circumstances.

If you've been presented with an employment contract and there are some terms you don't understand or don't agree with, it's important to speak to your employer about them before you start work. That's the best and easiest time to negotiate any terms before it begins. If you start working and you haven't signed your contract, there is a risk that you are deemed to have accepted those terms through your act of already taking the job and beginning. It's best to have the conversation as early as possible with your employer. Remember, if the jobs on offer to you on those terms, it's up for negotiation. So, don't be frightened to speak to the future or prospective employer about that and try to renegotiate on terms that you are happy with.

If you've got a contract of employment which has a non-compete clause which prevents you from working for a competitor within a certain radius, generally speaking, those types of clauses are perfectly legal and enforceable. It's very difficult, if not impossible, to try to renegotiate a contract after the event. The non-compete clause would have been agreed with your employer at the start, or whenever that clause was discussed and agreed, so you cannot change your mind on your own without the consent of the other party to that agreement. It is possible in certain, very limited, circumstances, to challenge the validity of a non-compete clause. However, that is very rare because the starting position is that, if you have agreed to a term, then it is binding. Generally speaking, I would say, respect and know whatever restrictive or non-compete clauses are in your contract and abide by them to avoid being in breach.

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Dispute Resolution Team

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Holly Minney

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

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Martyn Trenerry

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

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Esther Marshall

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

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