employment law legal advice
EMPLOYMENT SOLICITOR - BRISTOL COMPENSATION CLAIMS
SOLICITORS HELPLINE 0345 515 0362
Our employment solicitors operate in all matters relating to employment disputes. Claims to the Bristol Employment Tribunal are dealt with on a on a no win no fee* basis in appropriate cases. We operate the no win no fee scheme otherwise known as a conditional fee agreement. No legal charge is payable unless the legal case is won and the client obtains an award of compensation. In the event that the legal claim is lost there is no charge made to the client. If you would like free advice without obligation from a specialist employment solicitor on employment claims in Bristol just call the helpline, email our offices or complete the contact form.
A specialist employment law solicitor is able to offer advice on a wide range of topics including :-
Our specialist solicitors make applications for compensation to the Employment Tribunal in Bristol where the rules of evidence are less formal than in a court of law. The Bristol Employment Tribunal consists of a chairman who is flanked by two lay members who jointly decide the outcome. The two lay members come from either side of the employment divide with one having experience from an employee point of view and the other with employers accreditation. Many claims are settled without the need for a formal hearing often with the assistance of the Advisory, Conciliation and Arbitration Service (ACAS) or as a result of negotiations between solicitors for the employee and the employer. Where agreement is reached the terms are often contained in a settlement agreement signed by both parties.
Unlawful dismissal is usually categorised as unfair dismissal or constructive dismissal which is the situation that occurs when an employee resigns due to unacceptable working conditions. Most unfair dismissal claims arise as a result of discrimination, harassment or victimisation which may be based on sex, race, age, pregnancy, religion or disability. Discrimination may be designated as 'direct' in which case it is obvious and overt or it may be categorised as 'indirect' whereby the perpetrator takes a more subtle approach to discrimination by putting obstacles in the way of certain groups of people. In all cases application for compensation or reinstatement is made to the local Employment Tribunal with the possibility of appeal to the Employment Appeal Tribunal and thereafter to the Court of Appeal.
HELPLINE 0345 515 0362