5 steps to getting the employment law advice you need

I’ve been dismissed, made redundant, accused of misconduct at work, been bullied/harassed/discriminated against.  I need help: what do I do?

Your first step should be to get some legal advice from someone who knows what they’re talking about.  There are numerous sources of legal advice around – just look on Google for instance.  You may have access to a legal helpline via an insurance policy, or you could go to your local Citizens Advice Bureau or Law Centre.  Failing all that you could go and see a solicitor.  The best option is to ask friends, family or colleagues for a personal recommendation but make sure that the solicitor they recommend specialises in the type of law you’re concerned with.  A solicitor who specialises in property work may not know that much about employment law (and vice-versa).

I’ve never been to see a solicitor before.  I’m a bit worried about it.

Don’t be! You’re the client and the solicitor is there to help you.   Most solicitors don’t bite.  These days you should expect to get a courteous and friendly welcome and not be treated as an inferior being.

Will it be expensive?

It needn’t be. You need to check out how much the solicitor charges before you go along.  Many firms will offer free initial interviews, others will offer an introductory rate.  All solicitors are required to give costs estimates to their clients as soon as practicable.  Don’t hesitate to ask when making contact for the first time.

There are many different funding arrangements out there these days, from no win no fee, to third party funding to legal  expense insurance.  Many solicitors will work on a fixed fee basis in appropriate cases.  In others legal aid may be available (although not usually for employment disputes).

What do I need to take with me?

For employment disputes we always need to see the following;

Your contract of employment (and any variations)

The compromise agreement (if you’ve been given one)

Any relevant correspondence/emails/statements etc relating to the dispute

Any relevant company policies e.g  disciplinary/grievances, diversity issues, whistleblowing etc.

Identification – solicitors have to conduct “know your client” enquiries as well as banks and other professionals, so always take your passport/photocard driving licence and a recent utility bill with you to the first meeting

I always find it really helpful if new clients provide a brief synopsis of the problem/dispute, giving important dates, persons involved and central issues so that the first meeting can be spent not just on fact finding but also on giving some preliminary advice.  Do remember that solicitors are human beings too; if you present the facts and issues of your case to him/her clearly and concisely that will enable the lawyer to get on top of it all much quicker.  In the end that will speed the whole process up and be more cost effective for you.

Please click here for more about the firm and some of the areas of law we can help you with.

What happens next?

The solicitor should be able to advise you on your situation and what your options are.  If more information is needed, or enquiries need to be made, you should be told.  Make sure that you raise any queries that you want dealt with (don’t be afraid to make a list of questions to take with you) and don’t be afraid to telephone or email later if you think of something that you forgot to mention or something wasn’t clear.

If I can assist you at all please do call me on 0207 464 8433 or email me at michaelscutt@dalelangley.co.uk.

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