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Our Stoke employment team supports clients with sensitive, high-stakes workplace matters and provides pragmatic, solution-focused advice.
Employment Solicitors in Stoke-On-Trent
Employment issues can be stressful, whether you’re worried about your job security, facing a workplace dispute, or trying to protect your business from risk. If you need employment solicitors in Stoke-on-Trent, our team provide you with clear advice tailored to your objectives.
Our employment solicitors support both employees and employers across Stoke-on-Trent and the surrounding areas. We’ll explain your options in straightforward language and help you understand the strengths and risks of your position, while guiding you towards the best possible outcome, from negotiated resolutions to formal actions.
How We Help You
Our employment law solicitors in Stoke-on-Trent advise on the full range of workplace matters, with a specialist focus on areas such as:
- Settlement Agreements - If you’ve been offered a settlement agreement, or you’re an employer proposing one, it’s vital that the terms protect you properly and reflect what has been agreed. We can review and advise quickly, explain any restrictive covenants and confidentiality clauses, negotiate improvements where appropriate, and support you through signing and completion.
- Employer Advice and Representation - We help employers resolve disputes and protect their commercial interests. This includes guidance on disciplinaries and grievances, absence management, workplace investigations, redundancy processes and exit negotiations, as well as representation when issues escalate.
- Drafting Employment Documents - Clear documentation helps prevent disputes before they start. We can draft and update employment contracts, policies and procedures, staff handbooks and director/service agreements, ensuring your documents reflect current best practices and your operational needs.
- Employee Advice and Representation - If you’re experiencing problems at work, we can advise on your rights and next steps, including issues such as unfair dismissal, redundancy, discrimination, whistleblowing, constructive dismissal and pay disputes. If you are looking for employment solicitors in Stoke, we can provide local support from our Hanely office and act quickly where time limits apply.
- Employment Tribunals - When early resolution isn’t possible, our employment tribunal solicitors can prepare and run your case from start to finish, including ACAS early conciliation, drafting claims and responses, evidence preparation, witness statements, negotiations and advocacy support. We’ll give you realistic advice on costs and strategy at every stage.
Contact Our Team Today
To find out how our expert team of solicitors can help you, contact us today on 0178 232 4454, send us an email via info@smithpartnership.co.uk, or complete our contact form.
FAQs
When does maternity leave start?
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.
How long is maternity leave?
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.
How is redundancy pay calculated?
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.
Can a dismissal be overturned?
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.
What is an unfair dismissal?
Unfair dismissal can occur where an employee is dismissed and the employer either has no fair reason, follows an unfair procedure, or the decision is overly harsh and not a reasonable response.
In most cases, an employee currently needs two years’ service (which will reduce to six months’ service from January 2027) to bring an unfair dismissal claim, although some exceptions apply (for example where dismissal relates to whistleblowing, pregnancy, or asserting statutory rights). Our employment law solicitors in Stoke-on-Trent can advise on whether an unfair dismissal claim may apply.
What are disciplinary procedures?
A disciplinary procedure is usually a written policy setting out how an employer will deal with employee misconduct or poor performance. Employers should set out their procedures in writing, including the types of behaviour that could result in disciplinary action.
