Expert employment lawyers, fighting your corner

What is it that makes our employment team different? We bring calm heads, experienced voices and a passion for getting our clients the right result.

When complex law meets unpredictable human behaviour things can get messy. Our team loves untangling employment law to provide clear, simple solutions to HR problems. For expert legal advice for your business call our employment law solicitors at Taylor&Emmet on 0114 218 4311 or contact us online.

We are proud to support organisations of all sizes and individuals and in all cases we bring to bear an experienced and innovative approach to problem solving.

We act for companies across a range of sectors including manufacturing, engineering, energy, media, advertising, tech, education and charities. We also have substantial experience of advising on a host of issues affecting senior managers and directors including service agreements, share options and severance negotiations.

Our employment lawyers are all pragmatic experts, friendly and unstuffy, quick to respond and thorough. Most of our work comes from repeat business, recommendations and referrals; a testament to the strong relationships of trust we build with our clients. Our charges are transparent, certain and fair.

OUR SERVICES


SETTLEMENT AGREEMENTS

There are two ways to settle employment law disputes before a hearing. If proceedings have already been issued..

CONTRACT SERVICE &
CONSULTANCY AGREEMENTS

Taylor&Emmet can offer employees, workers and self-employed people the opportunity to have contractual...

DISCRIMINATION LAW

Discrimination claims need to be brought within three months of the act of discrimination and can be brought whilst you are still employed.

EMPLOYMENT STATUS

Employment Status is a complex area of law which requires a detailed analysis of your particular circumstances...

EMPLOYMENT TRIBUNAL
& REPRESENTATION

The employment tribunal has a strict three month time limit for submitting a claim.

INFORMATION & DATA LAW

The Act gives data subjects (such as you, as an employee) rights, and requires data controllers (such as your employer) to be open about how...

REDUNDANCY LAW

The prospect of redundancy is a heavy weight on many employees’ minds and is particularly common in the current economic climate.

REPRESENTATION AT INTERNAL
DISCIPLINARY HEARINGS

If you are facing the difficult situation of being taken through a disciplinary process by your employer...

RESTRICTIVE COVENANTS

Post-termination restrictive covenants are contractual terms which restrict your activities after the termination of your employment.

TUPE ADVICE

The Transfer of Undertakings (Protection of Employment) Regulations 2006 (“the TUPE Regulations”) provide employment rights...

UNFAIR DISMISSAL

A dismissal from your employment can be a difficult and distressing issue to face. If it was not for one of five potentially fair reasons...

WAGES, BONUSES &
SHARE OPTIONS

All workers and employees have protection against unlawful deductions being made from their wages...

DISCRIMINATION LAW - T&E EQUALITY

At Taylor&Emmet we believe that everyone should be treated equally. Not only does the firm oppose all forms of unlawful and unfair discrimination but we are actively committed to eliminating discrimination and encouraging equality and diversity in our workplace through our own policies and procedures.

OUR WORK

Unfair dismissal

Nightclub employee wins Tribunal claim

Taylor&Emmet represented a client against a Sheffield night club in an Unfair Dismissal claim.  After a two day hearing, with the benefit of our representation, our client was successful in his claim and received a large amount of compensation.


Employee succeeds in reinstatement battle

Taylor&Emmet obtained an Order from the Tribunal that an employee had been unfairly dismissed and that she should be reinstated by her employer and paid a substantial compensation payment.


Employee unfairly dismissal after 20 years’ service

Taylor&Emmet represented an employee who was made redundant because of a disability after over 20 years’ service with her employer. We represented the client at a Tribunal hearing where we were successful in getting a Judgment not only of unfair dismissal but also of discrimination relating to her disability and failure to make reasonable adjustments because her employer relied on disability related absence when they took the decision to make her redundant.


Success for employee who was dismissed after a TUPE transfer

An employee succeeded in getting a decision of unfair dismissal after he was dismissed ahead of a TUPE transfer. The Tribunal agreed with the arguments presented by Taylor&Emmet that the dismissal had been related to the transfer and was therefore automatically unfair.


Managing Director wins legal fight over unfair dismissal

A Managing Director received significant compensation after instructing Taylor&Emmet to represent him in his legal fight after alleging unfair and wrongful dismissal against his former employer. After a complicated legal battle our client’s former employer agreed to pay significant compensation under a compromise agreement.

Discrimination law

Doctor receives positive settlement after race discrimination claim

Taylor&Emmet represented a doctor who alleged that she was discriminated against and victimised because of her race.  We conducted an Employment Tribunal claim for her and succeeded in getting a high value settlement at a mediation meeting, without the need to go to a Tribunal Hearing.


Employee successful in disability discrimination claim against her former employer

Taylor&Emmet represented an employee who was made redundant because of a disability after over 20 years’ service with her employer. We represented her at a Tribunal hearing where we were successful in getting a Judgment not only of unfair dismissal but also of discrimination relating to her disability and failure to make reasonable adjustments because her employer relied on disability related absence when they took the decision to make her redundant.


Claim of harassment and discrimination succeeds with the benefit of advice from Taylor&Emmet

Taylor&Emmet pursued a claim in the Employment Tribunal on behalf of a client who was harassed on the grounds of sexual orientation. Despite being heterosexual he was subjected to homophobic bullying and the Tribunal agreed that not only had he been unfairly dismissed but that he had also been the victim of work place bullying and harassment on the grounds of sexual orientation.


Handling disputes

We know that employees do not want to end up in a legal battle, but when this becomes necessary we will ensure that our experienced tribunal litigators fight to win. We generally conduct our own advocacy, but use a barrister where appropriate. We never lose sight of the outcome our clients seek and take a proactive and robust approach to pursuing cases.

Before we embark on tribunal litigation, we explore all funding options with our clients to ensure that they get the best value for money. We often work with legal expenses insurers so that claims are funded from the point of issuing proceedings. We run our cases efficiently and always with regard to balancing costs against benefits to provide value for money for whoever is funding the case.

INSIGHTS & BLOGS

  • Sleeping on the job: Clarification on sleep-in payments

    In what has been an eagerly anticipated case for both care workers and care providers the Employment Appeal Tribunal (EAT) has confirmed it’s decision in the case of Focus Care Agency Limited v Roberts [2017]

    ...
  • How to prove discrimination at an Employment tribunal

    Proving discrimination in an Employment Tribunal case can often be difficult as discrimination in the workplace is frequently covert or inadvertent. The law therefore allows Tribunal’s to make inferences that

    ...
  • New Compensation Limits in force from 6 April 2017

    From 6 April 2017, compensation limits and minimum awards payable are set to increase. Although the changes are implemented from 6 April 2017, they will only apply in cases where the relevant date for the claim

    ...
  • Paid to sleep: Should workers be paid to sleep?

    This is essentially the principle that came out of the case of Whittlestone v BJP Home Support Limited. The Case In this case, Mrs Whittlestone was employed as a care worker. She was paid £6.35 per hour for all time

    ...

Subscribe to our blogs

OUR TEAM

EMPLOYMENT ISSUES?
Tell Us What Happened

If you are interested in understanding how Taylor&Emmet can help you with your Employment Issues then please contact:

Tom Draper

Tom Draper

Partner - Employment Law

0114 218 4311

Email: tom.draper@tayloremmet.co.uk

Mobile: 07944104984

Office: Sheffield

Contact Tom Draper   or meet my team