Employment Law Advice For The People of Leicester

In Leicester, the workplace offers opportunities to grow, forge connections, and progress professionally, but there will come a time when expert employment legal advice is essential. Whether you’re starting a new role, navigating employment issues, or transitioning out of a job, Smith Partnership’s team of experienced employment law solicitors is here to help. 

We take the time to understand your unique situation and goals, providing clear, tailored advice to ensure the best possible outcome for you.

How We Can Help You

We advise employees working across all sectors on how best to achieve employment law and HR solutions. We regularly advise clients on a diverse range of employment issues, which include:

  • Settlement Agreements & Employment Tribunals: Expert advice and representation for settlement negotiations, tribunal claims (unfair dismissal, discrimination, breach of contract), and ACAS Early Conciliation
  • Employer Support & Representation: Legal guidance for employers on investigations, disciplinary proceedings, performance management, redundancies, and handling grievances
  • Contracts & Policies: Assistance in drafting and reviewing employment contracts, terms (salary, bonuses, benefits), restrictive covenants, confidentiality, and intellectual property
  • Employee Support & Representation: Legal support for employees on issues such as family leave, flexible working requests, bullying, harassment, whistleblowing, and redundancy
  • Transferring Employment & Employment Claims: Guidance on TUPE regulations and support for employment claims, including mediation, High Court proceedings, and disputes related to breach of contract or restrictive covenants

Meet Our Employment Law Solicitors in Leicester

About Our Leicester Office

Whether you need assistance with settlement agreements, employment tribunals, or contract disputes, at Smith Partnership in Leicester, our employment law solicitors offer expert legal support tailored to your needs. We ensure the legal process is straightforward and understandable, providing clear and accessible communication for clients from all backgrounds.

Our multilingual team, fluent in Punjabi, Gujarati, Urdu, and Hindi, is dedicated to breaking down language barriers and offering personalised guidance. We are committed to providing comprehensive advice on a wide range of employment-related matters, ensuring both employers and employees can navigate complex legal issues with confidence.

At Smith Partnership, we pride ourselves on delivering practical solutions and support, working closely with you to achieve the best possible outcome. Whether you're facing a legal challenge at work or need guidance on employment policies, our team is here to help.

Contact our team today

  1. To find out how our expert team of law solicitors can help you, contact us today on 0330 123 1229, send us an email via info@smithpartnership.co.uk or complete our contact form.
FAQs

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.

You are entitled to take up to 52 weeks’ maternity leave.

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

For each full year you've worked for your employer, depending on your age at that time, 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

Therefore, if you had seven years’ service and were aged 45 at the time of your redundancy, you would get 1.5 weeks’ pay for the service where you were 41 or older, and 1 week’s pay for the service under 41.

Statutory Redundancy pay is limited to a weekly cap set each year. Further, you can only get redundancy pay for a maximum of the last 20 years’ of service and any service length over this will not count.

Some employers operate enhanced redundancy schemes and the above is the statutory minimum scheme.

Normally where an employee is dismissed for whatever reason, they will have a right to raise an internal appeal. This will normally involve a senior manager reviewing the dismissal decision and deciding whether the dismissal should be upheld. If the manager dealing with the appeal decides that the dismissal should be overturned, the manager can reinstate the employee to their original role. The employee will then be entitled to payment for any lost wages between their dismissal and reinstatement.

Also, in an unfair dismissal claim, the Employment Tribunal has the power to order the reinstatement or reengagement by the employer of the employee, although in practice such measures are rare due to the deteriorated relationship by that stage between the employer and the employee.

An unfair dismissal can occur where an employee is dismissed and the employer either has no fair reason to dismiss, follows an unfair procedure when dismissing an employee, or where the decision is overly harsh and is not a reasonable response by the employer.

Normally, an employee needs two years’ service to bring a claim for unfair dismissal, although there are some limited reasons which do not require minimum service such as dismissals connected to whistleblowing, pregnancy or asserting statutory rights.

A disciplinary procedure is normally a written procedure which sets out how an employer will deal with issues of employee misconduct or poor performance. An employer should state in writing what their procedures are and what behaviours would result in disciplinary action.