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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 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.

Most Popular Questions

I have begun a new job. What should I expect to receive from my new employer?
I am thinking of leaving my current employment. Is there anything I need to consider apart from handing in my notice?

Accreditations / Awards

Employment Team of the Year 2019
Legal 500 – Team of the Year
Yorkshire Legal
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Lupton Fawcett Partner, Joan Pettingill, discusses the ‘employment status’ and Brexit and employment law. - Video Thumbnail

Lupton Fawcett Partner, Joan Pettingill, discusses the ‘employment status’ and Brexit and employment law.

View on YouTube
Event featured image

Employment Training Day 1 – 20 November, York

Module Leader: Alexandria Evans

Calendar icon20 November 2019

Location icon Lupton Fawcett - Solicitors in York, Piccadilly
Top Award for Lupton Fawcett's Employment Team

Top Award for Lupton Fawcett’s Employment Team

Lupton Fawcett has been singled out as the best regional law firm in the UK for its employment/human resource work by The Legal 500, the leading guide to law firms in the UK.

Pencil iconBy Lupton Fawcett

Why Choose Lupton Fawcett?

Having advised and supported many local families, individuals and businesses, we are proud to offer clients a dedicated service from specialist solicitors who are experts in their field:

We're Award Winning

We were awarded the Legal 500 HR/Employment Law team of the year in 2017

We're Connected

We're connected to the people, businesses and infrastructure throughout Yorkshire

We Put You First

You can be sure to expect superb client service from us. Our clients are our priority

We're accredited

Recognised by leading Legal Directories Chambers & Partners and the Legal 500

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 which 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

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

Awkward Activists or Forward Thinkers?

In this the digital age everyone has the ability to make their voice heard on controversial issues, even your employees. But what happens when those

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Are employees who covertly record workplace meetings guilty of misconduct?

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What happens when an individual’s religious beliefs conflict with the duties and obligations that attach to their role?

A case at the Employment Appeal Tribunal saw claims from a lay Magistrate for victimisation over his views on same-sex adoptions resulted in their removal

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Can an Employer bypass a recognised Union by making a one-off offer to their employees?

A recent case had been brought to the Court of Appeal as an employer went over the head of a trade union when offering its

Pencil iconBy Joan Pettingill on 8th July 2019
Automatic Unfair Dismissal - does there have to be an actual breach of statutory right or is the threat of infringement enough?

Does failing to pay enhanced Shared Parental Pay to men amount to sex discrimination if women are entitled to be paid enhanced maternity pay?

Recent cases have been brought forward to Employment Appeal Tribunal's regarding accusations of both direct and indirect discrimination over the leave of newly made fathers.

Pencil iconBy Angela Gorton on 4th June 2019
Automatic Unfair Dismissal - does there have to be an actual breach of statutory right or is the threat of infringement enough?

Can the Directors of a Limited company be held personally liable for breaches of an employment contract?

In the case of Antuzis v DJ Houghton, the High Court considered whether the directors of a limited company could be held personally liable for

Pencil iconBy Joan Pettingill on 13th May 2019
Automatic Unfair Dismissal - does there have to be an actual breach of statutory right or is the threat of infringement enough?

Increases to discrimination awards

Employers must be made aware of the new awards which can be given to employees and also of what an effect that this can have

Pencil iconBy Alex Evans on 24th April 2019
Automatic Unfair Dismissal - does there have to be an actual breach of statutory right or is the threat of infringement enough?

No financial penalty where contractual terms are provided months after the employee has commenced work

Employers must always provide their employee's with the terms and conditions of their employments, but what could happen when an employer fails to do so?

Pencil iconBy Hannah Boynes on 17th April 2019
Automatic Unfair Dismissal - does there have to be an actual breach of statutory right or is the threat of infringement enough?

Can an employer suspend an employee without breaching the implied term of trust and confidence

A case brought to the court of appeal regarding a primary school teacher after they had resigned before an investigation over the use of force

Pencil iconBy Joan Pettingill on 5th April 2019
Automatic Unfair Dismissal - does there have to be an actual breach of statutory right or is the threat of infringement enough?

Automatic Unfair Dismissal – does there have to be an actual breach of statutory right or is the threat of infringement enough?

This article follows the recent case of a Hospital porter who had been sacked after allegations of sexual harassment or assault. However, the case becomes

Pencil iconBy Joan Pettingill on 1st March 2019
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