Employment Disputes and Litigation

What our employment lawyers do

We handle complex and sensitive disputes arising out of the employment relationship, including areas such as the enforcement of restrictive covenants and the pursuit of dishonest employees who have defrauded their employer.

We also handle a high volume of Employment Tribunal cases for employers and have successfully defended countless claims of unfair dismissal, discrimination, whistle-blowing and breach of contract in a wide range of sectors.

We have particular expertise in handling volume or multi-Claimant or Respondent cases, for instance, in relation to Equal Pay or TUPE disputes.

How our employment lawyers work

Members of the group are well respected advocates with an in-depth knowledge of the Employment Tribunal tactics and rules of procedure. We are genuine specialists and the strength and depth of our team shine through.

As well as our own experienced advocates, we will draw on expert Counsel where our client’s needs are better served by engaging their services.

Our charging structure for Tribunal cases is flexible, and for all employment related disputes we have developed specific tools and methods to ensure that the costs and risks of the litigation process are identified at an early stage. This enables our clients to make informed decisions in relation to how the litigation is managed.

Click here to read more about our other employment services.

How we've helped

  • We have defended High Court claims relating to wrongful dismissal claims brought by two founding directors.
  • We have acted for a business pursuing its former finance director in respect of his dishonest appropriation of c£1m over an extended period of time.The work involved co-ordination with foreign lawyers and expert advisors in relation to fraud.
  • We have handled ‘test case’ litigation regarding the ability of highly paid off-shore workers to bring claims before the Employment Tribunal.A key aspect of this litigation was management of the process so as to minimise the risk of additional ‘me too’ claims from a large group of recently dismissed staff.

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