FAQs

Articles of association form the basis of a company’s constitution and regulate how it operates. You can adopt model articles, but it’s important to consider your requirements, as the articles can be amended and tailored once they are properly understood.

It is not essential to engage a solicitor, but it is often advisable. There are different kinds of limited company and an alternative structure such as an LLP may be more appropriate, and getting early advice from Stoke-on-Trent solicitors can help you set things up correctly and avoid issues later.

Forfeiture is a landlord’s remedy to bring a lease to an end in certain circumstances, such as non-payment of rent or breach of lease terms. Because the process and consequences can be significant, it’s important to take advice early.

Not always. Many disputes are resolved through negotiation, without the need for litigation, but we can issue and defend proceedings where that is the most effective route.

Paid maternity leave can start anytime from the 11th week before the baby is due. If the baby arrives before you have started your maternity leave, the leave starts the day after the baby’s birth. If you need advice, our employment solicitors Stoke-on-Trent can help.

You are entitled to take up to 52 weeks’ maternity leave. Our employment solicitors can advise if you’re unsure about entitlement, notice requirements or workplace treatment.

Statutory redundancy pay is based on your gross (before tax) earnings and is only payable if, at the time of redundancy, you have two years’ continuous employment with the employer.

For each full year you’ve worked for your employer, you get:

Age 18 to 22 – half a week’s pay 

Age 22 to 40 – 1 week’s pay

Age 41 and older – 1.5 weeks’ pay

Statutory redundancy pay is also subject to a weekly cap set each year, and you can only claim for a maximum of the last 20 years’ service. Some employers offer enhanced redundancy schemes, but the above is the statutory minimum.

Normally, an employee who is dismissed has the right to raise an internal appeal. A more senior manager will usually review the decision and decide whether it should be upheld. If the appeal is successful, the employee may be reinstated and paid any lost wages between dismissal and reinstatement.

In an unfair dismissal claim, an Employment Tribunal can order reinstatement or re-engagement, although this is rare in practice. Our employment tribunal solicitors can advise on your options.