Pearl Lemon Legal has a dedicated team of very experienced, specialist no win no fee employment solicitors. We can provide expert legal advice and representation to employees throughout the UK. Additionally, we have employment lawyers that have a wealth of expertise advocating for employee rights and providing expert guidance on employment law.
Understanding UK Employment Law Basics
In the UK, there are about 4 million limited enterprises with up to 21 million full-time workers. The UK has employment laws in place to protect both employers and employees. These laws, which cover dismissal, vacations, wages, discrimination, and many other topics, are intended to protect worker rights while simultaneously protecting an employer’s interests and maintaining a fair working relationship.
At first impression, employment law may seem complicated and varied, particularly for business owners who must understand UK employment law while continuing to run and expand their day-to-day operations.
The purpose of employment laws, which are numerous, is to safeguard businesses by outlining their duties to their employees and their rights as business owners. They keep the working arrangement equitable for both sides.
So, for instance, UK employment laws protect businesses since they specify what should be included in a contract, such as holiday pay, disciplinary procedures, and formal notice periods. Contracts safeguard employers by providing clarity and a point of reference to ensure that the employer and employee are on the same page.
However, UK employment regulations are also in existence to safeguard workers from unfair hiring practices, workplace harassment, and salary disparities. In the UK, for instance, employers are required to pay employees the National Minimum Wage based on their age, and all employees above the age of 23 are also eligible to the National Living Wage.
The Equality Act of 2010 forbids discrimination against candidates (and employees) based on their membership in a list of nine protected characteristics, including gender, race, or disability. Employees are protected by this law as soon as they apply for a job. When a new employee joins the team, they are likewise covered by the Health & Safety at Work Act of 1974’s Health & Safety laws. These guarantee that every employee has a right to a secure workplace.
At Pearl Lemon Legal we are proud to offer the assistance of a team of employment solicitors who not only have extensive experience in this often very nuanced, and ever-changing, aspect of UK law, but also the patience, compassion and dedication that helps clients through what can be a challenging and distressing time.
What is an Employment Tribunal?
Employees’ claims against employers about their employment or termination are handled by UK employment tribunals.
Employment tribunals were first designed as a quick, informal, and low-cost method of settling employment issues. However, employment law is complex, and although there is no necessity for employers and employees to be legally represented at a tribunal, many choose to have a lawyer
The law of contracts and statute law both apply to the job relationship. A tribunal or a regular civil court may have the authority to resolve some contractual issues (for example the High Court). Only a tribunal may generally be used to enforce statutory rights.
Disputes of the following sorts are examples of those heard by employment tribunals:
- Unfair dismissal.
- Wrongful termination
- Discrimination based on age, sexual orientation, gender identity, disability, religion, or parental status.
- Salary parity.
- Reductions in pay.
Typical employment conflicts heard by civil courts include:
- Accidents at work.
- Limiting agreements.
- Contract claims for non-payment of wages.
- Claims for unfair termination and other contractual claims.
Tribunal claims are typically decided by an Employment Judge. Depending on how complicated the claim is, the judge may sit alone or on a panel with laypeople.
Do All Cases Go to an Employment Tribunal?
An employment tribunal can only deal with some cases in UK employment law, as we have covered. In addition, only those legally classed as employees – rather than workers or contractors (aka freelancers) can make use of them.
This does not mean that businesses are allowed to treat those last two sectors of the workforce in any way they please, or that those in those groups have no rights under UK employment law. It does mean however that any legal disputes will need to proceed differently. A no win, no fee employment solicitor is the perfect person to determine just what path should be taken.
Who Needs a No Win, No Fee Employment Solicitor?
Often, if an employee feels they have an issue that warrants legal action, actually taking steps to bring such action can seem pointless. Employees can feel like they will be heading into a David vs. Goliath type situation, sure that their employers will have all kinds of expensive legal counsel that will make a ‘win’ at an employment tribunal hearing impossible.
Working with no win, no fee employment solicitors evens what can, admittedly, be a far from level playground. In addition to often not understanding just what their rights are under UK employment law, many people do not know how to formalise their thoughts and beliefs about a current (or previous) employment situation in the right way.
Pearl Lemon Legal’s team of no win, no fee employment solicitors will listen to your story, help you better understand your rights under UK employment law, and advise on the best way to proceed. Where it makes sense for both parties they will take on your case on a no fee no win basis and be there by your side throughout the process, however long it takes for your employment issue to be resolved.
What Does No Win, No Fee Employment Solicitors Really Mean?
Are there employment solicitors really willing to work free? What in employment law is “no win no fee”? This term means that Pearl Lemon Legal can provide assistance and legal support on a no win no fee basis whether you are involved in a dispute at work, are thinking about filing a claim, or already have an active claim pending at an Employment Tribunal.
This means that you won’t be responsible for paying our legal costs if your case is unsuccessful (that is, if you can’t reach a settlement or lose before an employment tribunal). Additionally, since there is no upfront cost for you, there is little financial risk involved for you if we decide to proceed with your representation on a no-win, no-fee basis.
If your employment claim is successful or settled, we will be paid out of the settlement or money you collect.
What Cases Qualify for No Win, No Fee Solicitors Representation?
For a variety of employment-related issues, including unfair dismissal, constructive dismissal, discrimination, whistleblowing, and wrongful wage deduction, we provide no win, no charge assistance.
We can also help if you still work for your company and want to or are already negotiating an exit or settlement deal with them. This frequently happens if you believe your employment with your employer is untenable and that your only choice is to resign.
By representing you in this way, we can help you get a quicker resolution with a guaranteed cash settlement and save you the time, money, and stress of taking your employer to a tribunal.
If you think you have an employment related issue that our no win no fee employment solicitors can help you with, find out for sure by contacting us today.
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