Oxford Employment Law Solicitors

Welcome to Oxford Employment Law Solicitors.  We practice predominantly in employment law and aim to provide practical and cost effective advice to both employers and employees in all areas of employment law, from recruitment to unfair dismissal, from negotiating compromise agreements to disability discrimination.

Compromise Agreement Specialists

We have years of experience in advising clients on compromise agreements. A compromise agreement is an agreement made on termination of employment which must meet certain statutory requirements for it to be enforceable. Invariably they include an offer of an ex gratia payment by the employer which may be tax free up to £30,000. One such requirement for a compromise agreement to be legally binding is for the employee to have independent legal advice so please do not hesitate to contact Oxford Employment Law Solicitors for expert legal advice.

Find out more about Compromise Agreements >>

News Page >>

Employment law for Employers Our partners have a wealth of experience in advising employers in all aspects of employment law.  Employment law is an ever changing and growing area of law, and we aim to work with employers to enable them to comply with the abundance of statutes and regulations, which in turn leads to good industrial relations and helps to avoid potential claims.

Employment Law for Employees Employees have many rights, many of which they are not fully aware of.  If you want advice on your contract, or feel that you are being or have been unfairly treated in any way, or need advice on a compromise agreement, give us a call.  We are happy to talk on the phone for quarter of an hour or so without any charge.  Below are examples of the areas in which we specialise: Contracts of employment / service agreements Grievances Compromise agreements Unfair dismissal, wrongful dismissal Disciplinary procedures Flexible working Maternity / paternity leave Discrimination (Sex, Race, Age, Religious Belief, Sexual Orientation, Disability) Advising on bonus schemes / commission schemes / profit sharing / share option schemes Equal pay issues Advising on redundancy situations and procedure Restrictive covenants

Why do I need a solicitor for a compromise agreement?

Apart from getting advice on the reasonableness or otherwise of a compromise agreement, you must obtain independent legal advice or the compromise agreement will not be legally binding. Compromise agreements are legal documents; a solicitor who specialises in employment law and compromise agreements can explain the terms of the compromise agreement, and answer any questions you may have. If required we can negotiate the terms of the compromise agreement on your behalf. Since once the compromise agreement is signed you no longer have the right to make a complaint to an Employment Tribunal, it is essential you know what you are agreeing to. We will compare the payments offered under the compromise agreement against any claims you have or may have against your employer such as unfair dismissal or discrimination. Our areas of expertise include:

• Compromise agreements
• Ex gratia payments
• Taxation of payments
• Employment Tribunal claims
• Ex gratia payment
• Negotiating terms of compromise agreements
• Accured holiday payments

Payment in lieu of notice

If an Employer does not need an employee to work out their notice period, it may decide to make a payment in lieu of notice. Whether this payment may be made tax free depends on whether it is a payment in lieu of notice or in reality a compensation payment for wrongful dismissal. We as employment law solicitors are experts in advising on the taxable status of such payments. Areas to consider are:

• Length of notice period
• Payment in lieu of notice
• Taxable status of payment in lieu
• Wrogful dismissal

Unfair Dismissal

In general, employees with one year’s continuous service are protected under the Employment Rights Act 1996 against being unfairly dismissed. This includes dismissals for misconduct, capability, sickness, and redundancy. After one year of continuous service an employee can bring a claim in an Employment Tribunal for unfair dismissal. In general, the time limit in which a claim for unfair dismissal may be made to an Employment Tribunal is within three months of the effective date of termination. For example, if your employment contract was terminated on 07 June, you would need to bring a claim for unfair dismissal by midnight on 06 September. We have experience in all the following areas:

• Gross misconduct dismissal
• Misconduct dismissal
• Capability dismissal
• Sickness absence
• Unfair dismissal
• Unfair dismissal compensation
• Compensatory award
• Basic award
• Disciplinary procedures
• Grievance procedures
• Constructive dismissal
• Employment Tribunal claims
• Wrongful dismissal
• Statutory minimum dismissal procedure
• ACAS guide on discipline and grievances at work