While there is no doubt that many grievances between employers and employees can be handled amicably, there are other instances when the knowledge of an employment law specialist is required. Some common examples include potential workplace discrimination, the interpretation of employment contracts, early dismissals and what should be done in the event that a contract has been breached. The Health and Safety at Work Act of 1974 states that all employers need to “ensure, so far as is reasonably practicable, the health, safety and welfare at work” of every employee (1). So, what steps will management need to take in order to obtain the bespoke support that may be required?
How to Determine if Support is Needed
To be clear, this is a rather tenuous question and the associated answers will vary from situation to situation. It is still important to realise that any employer who suspects that he or she may have neglected the rights of a worker will need to contact an employment law specialist as soon as possible. This is particularly the case if the worker has already taken the first steps towards securing legal representation. There are a nonetheless a handful of questions which should be addressed well in advance. These could include (2):
- Have internal negotiations between all parties completely broken down?
- Are other employees considering a similar claim?
- Do you suspect that the termination of an employee may have been illegal?
- Are you concerned about the fiscal ramifications associated with a workplace injury?
Of course, these are four examples of some of the issues that management may face. Let us assume for a moment that it has already been determined that procuring the services of an employment law specialist is the best way forward. What further steps need to be taken?
How to Obtain the Expertise of an Employment Law Specialist
It is first obvious to contact a firm which specialises solely in employment law as opposed to a “one-size-fits-all” organisation. This is key in terms of cost, efficacy and overall experience. Secondly, check if the employment law solicitors in question are able to provide you with testimonials from previous clients. This is prudent, for the opinions of others will help to illustrate whether or not their services are reliable. Accreditations are another very real concern. Determine whether or not the company is a member of the following reputable organisations:
- The UK Law Society
- The Legal Sustainability Alliance
- A listing within the official top 500 UK law firms.
These are the hallmarks of a firm which is capable of providing targeted and bespoke solutions based around the needs of the business. When there is little room for error, it is important to only choose the most professional employment law solicitors in the industry. This can make all of the difference in the world between a lengthy litigation and an amenable agreement between all parties.