Advice on Unfair Dismissal

The right not to be unfairly dismissed is a statutory right under section 94 of the Employment Rights Act 1996. Ordinarily you will require 2 years’ employment but there are some situations where you can claim without this length of service.

Further advice on who has the right, how we can help you bring a claim, when the right is infringed and the financial award, is available here.

Grievances

When something is wrong at work, raising a grievance is a good way to have it looked at. However, if the problem has been ongoing for some time, you might feel like doing this is pointless. Dealing with a grievance

A grievance procedure will typically include the following stages:

• an attempt at informal resolution of the complaint (where appropriate)

• where informal resolution is not appropriate or possible, a formal grievance meeting should be convened on receipt of a written grievance

• where necessary, an investigation into the circumstances giving rise to the complaint, including speaking to witnesses and taking statements

• the outcome—a decision on the grievance

• an opportunity for the employee to appeal against the decision

For advice on whether raising a grievance is right for you, speak to us today for a no obligation discussion. Further information on grievances, is available here.

Disability discrimination issues and
adjustments at work.

A health condition, disability or just ill health can affect your attendance at work and cause problems with absence procedures and warnings.

If your health condition has caused you to take absence from work, its possible that you could qualify for disability protection in law. This gives you extra legal rights which you probably aren’t aware of. We can guide you through the maze of confusing legal jargon and give you advice on your situation at work.

Your employer is obligated to manage ill health absence and health conditions in line with the Equality Act rights, meaning work procedures and job roles must be fair to workers with health conditions.

Mismanagement at work can cause unwanted pressure on employees, causing the employment relationship to breakdown. Managers should consider health conditions, meaning they should;

• meet with you to understand your health needs

• rearrange a meeting if you cannot attend for health reasons

• make enquiries with you to understand how health affects your work

• discuss with you whether any support can be provided to help

If you have been affected by work procedures or any absence for underlying medical reasons then speak to us today for a no obligation discussion. Further information on absence at work is available here.