As of today our new employment team have dealt with their 200th employment case.

Over the last year we have seen the importance of keeping your job or if need must to leave with your reputation in tact with a good reference.  Without either one you can face difficulties getting  a new well paid job or restrictions on your benefits.
If you are dismissed – for what ever reason , the DWP can sanction JSA benefits for up to 1/2 a year, you could face  your benefit allowance being  capped and being subjected to the bedroom tax.

Our employment lawyers work hard to ensure people are not dismissed in the first place…. and if this can not be avoided they get clients a fair settlement AND a fair reference to make sure they can move on into new employment.  They work within our social welfare law ethos to ensure people get the right legal and practical advice.
Over the last year  we have won  juts under £200K  for local people unfairly dismissed.

If you are facing disciplinary action or action to try to get you to leave  follow the guidance below , this should help you get a fair hearing – if it does not ring us and we will try to help you get a fair hearing.

A Guide for to Disciplinary Hearings

A disciplinary process can be a difficult and stressful time. Below we have outlined your rights during

a disciplinary process and help to ensure your employer fulfils their obligations.

Before a Disciplinary Hearing

 Your employer should carry out an appropriate investigation. Ideally, any investigation

should be carried out by a different person to the one who hears the disciplinary.

 You should be given notice of any disciplinary proceedings in writing. This notice should

explain the alleged misconduct clearly and ensure you have enough information to enable

you to answer the case against you.

At the Disciplinary Hearing

 You should be allowed to be accompanied at the disciplinary hearing by a colleague or trade

union representative.

 The disciplinary hearing should be held without unreasonable delay whilst allowing you

reasonable time to prepare your case.

 Your employer should explain the complaint against you and go through the evidence that

has been gathered.

 You should be allowed to set out your case and answer any allegations that have been

made. You should also be given a reasonable opportunity to ask questions, present evidence

and call relevant witnesses. You should also be given an opportunity to raise points about

any information provided by witnesses.

 A comprehensive record of the disciplinary hearing should be made. You should be provided

a copy of these notes at the end of the disciplinary hearing.

After the Disciplinary Hearing

 Any disciplinary action your Employer intends to take against you should be confirmed in

writing. This confirmation should set out the reasons for the action taken.

 You should be given an opportunity to appeal against the conduct or outcome of the

disciplinary hearing.

 You must let employers know the grounds for their appeal in writing and you are entitled to

be accompanied at any appeal hearing by a colleague or trade union representative.

 The Appeal should be dealt with impartially and where possible by someone not involved in

the original disciplinary process.