Employment Solicitors for Employees

A significant proportion of most peoples’ adult lives is spent working. So it should come as no surprise that from time to time, many individuals seek legal advice and representation in relation to a wide range of workplace issues.

Our Employment Solicitors have a trusted and proven track record in acting for individuals who require fast, pragmatic and effective employment law advice. This expertise encompasses the following key areas:

The team has particular expertise in acting for senior employees and executives and is frequently called upon to advise in relation to disputes concerning bonus payments and restrictive covenants.

We’ve also put together a helpful set of case studies and which provide additional information on the law and the services that the team is able to provide.

Contact us today

We provide advice on a wide range of legal issues to clients around Yorkshire from our offices in Leeds, York and Sheffield. For an initial discussion on the specific details of your case contact one of our team today.

Accreditations / Awards

“We have used the services of Glenn for the past 21 years to include various employment law issues, contract and terms of business advice, contracts of employment etc. Glenn has always been extremely helpful in his advice and has a deep understanding and knowledge of employment law. He has the ability to explain in lay man's terms the implications of his advice to enable one to grasp the situation and make decisions accordingly. I have no hesitation in recommending Glenn”

Paul Forde

Forde Recruitment

Frequently Asked Questions

I am thinking of leaving my current employment. Is there anything I need to consider apart from handing in my notice?

It depends mainly on your contract, although there is a general duty to keep your employer’s trade secrets confidential. You may have restrictions in your contract covering confidential information generally and what you do when you leave your employment, particularly if you are moving to a rival.

This is a technical legal area but in a nutshell, these restrictions will be enforceable if they are reasonable. This may mean that you cannot approach or deal with customers, invite other staff to leave with you or even compete. Breach of such restrictions could result in a very costly legal claim against you.

If you need advice on what your obligations may be then please contact our Employment Team.

 

I have begun a new job. What should I expect to receive from my new employer?

Your new employer is required by law to provide you with certain information about your employment. Some of this information should be included in one document – such as a contract of employment – and other information may be provided separately.

This information includes:

-the names of the employer and employee

-the date the employment starts and the date the employee’s period of continuous employment began

-pay or method of calculating it and interval of payment

-hours of work

-holiday entitlement and holiday pay

-the employee’s job title or a brief description of the work

-place of work

-whether your job is permanent or temporary

-whether you will be required to work outside the UK for more than a month at a time

-brief details of your employer’s grievance and disciplinary procedures

-whether there are any union agreements that affect the terms of your employment

-details of any pension schemes that apply to your employment, and

-the period of notice to be provided by you and your employer to terminate your employment.

This information should be provided to you within the first two months of your employment.

Related Blog Posts

ICO provides clarification on Data Protection principles in light of Covid-19

What are the key considerations for care home employers following the introduction of mandatory vaccinations in care homes?

From 11th November 2021, following new regulations, all regulated care homes in England must ensure that all staff, unless exempt, are fully vaccinated against Covid19.

Pencil iconBy Caitlin Humble on 11th November 2021

On the Spot with Holly Dobson

On the Spot with Holly Dobson

Holly Dobson is a Partner in the Employment law team at Lupton Fawcett LLP, based at the Sheffield office.

Pencil iconBy Holly Dobson on 2nd November 2021

Is posting on Facebook deemed to be during the ‘course of employment’?

What are the key employment-related implications of the Autumn 2021 Budget?

On 27th October 2021, the Chancellor delivered the much anticipated Autumn 2021 Budget. Within it, were several employment-related announcements and implications that will be of interest to

Pencil iconBy Caitlin Humble on 29th October 2021

Secret CCTV and the right to privacy

An employment tribunal does not need to investigate the legitimacy of a final warning as long as it is not ‘manifestly inappropriate’

Can an employment tribunal consider the fairness of a final written warning when considering the fairness of a dismissal?

Pencil iconBy Amy Hughes on 1st September 2021

My favourite places in Sheffield

My favourite places in Sheffield by Holly Dobson

Holly Dobson is a partner with Yorkshire law firm Lupton Fawcett. Born in Ethiopia to a mother who worked for the Foreign Office and rode

Pencil iconBy Holly Dobson on 19th August 2021

Secret CCTV and the right to privacy

A tribunal has found that a failure to consider furlough before making an employee redundant amounted to unfair dismissal

A tribunal has found that an employer unfairly dismissed one of its employees last year because it failed to consider the possibility of furlough instead

Pencil iconBy Amy Hughes on 12th August 2021

Secret CCTV and the right to privacy

Discrimination awards increase from April

Discrimination claims can be expensive. Very expensive. Compensation is uncapped.

Pencil iconBy Angela Gorton on 8th April 2021

Get In Touch Today!

Get In Touch Today!

Please complete this form to make an enquiry and we will get back to you as soon as we can.

Remember you can still call us on 0333 323 5292 or email us at law@luptonfawcett.law

  • This field is for validation purposes and should be left unchanged.