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.
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.
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.
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.
25 August 2019
Fresh doubts have been cast over the correct approach employers should adopt when deciding whether or not their employees ought…
The post ...
Where one or more employees have done something which could potentially amount to gross misconduct, it is common for employers…
The post ...
There is no legal obligation on an employer to provide a reference. If an employer does decide to provide a…
The post ...
From April 2019 the statutory minimum employment related payments will change. The most commonly used ones are set out below.…
The post ...
In our experience, the costs of Employment Tribunal litigation can vary significantly and we set out below our broad estimates based upon the type of case that is being pursued. In so doing, we have categorised claims as being standard, advanced or complex, in terms of complexity and cost, and we provide a broad estimate of the range of costs that we would normally anticipate, based upon the various levels of experience and expertise from within our dedicated team of specialist Employment lawyers.