Employment Law
EMPLOYMENT RIGHTS SOLICITORS IN BOURNEMOUTH
Bournemouth employment solicitors deal with a wide variety of different employment issues for employees. It can be difficult to gain a good grasp on what exactly employees rights are, due to the significant amount of different employment laws which apply. This will hopefully be somewhat simplified in some areas when the Equality Act becomes operative.
In addition to advising on the law, we are also able to help employee clients clarify whether the employer may perhaps be ignorant of actions which are unlawful or whether perhaps the employer is deliberately attempting to “manage out” the employee.
Where a dimissal or resignation has taken place or where any complaints about discrimination have not been satisfactorily resolved, we will always carefully consider the possibility of a no win, no fee arrangement with employees.
Main employment rights
The following is a summary of some of the more important employee rights
- To work on average no more than 48 hours per week, with minimum rest periods and breaks
- Protection from being forced to work on Sundays
- National Minimum Wage
- To receive itemised pay statements
- No unlawful deduction of wages
- To receive pay during suspension on medical grounds
- To receive equal pay
- Mminimum paid holidays per annum (5.6 weeks including public holidays)
- The right to statutory maternity & paternity leave
- Emergency time off (unpaid) to care for a dependant
- Time off for public duties
- To work ina safe environment
- Protection from discrimination whether by sex, race, age, religion, sexual orientation or disability
- For employees on fixed-term contracts, not to be treated no less favourably than permanent employees
- To be accompanied during formal disciplinary and grievance meetings by a colleague or Trade Union representative (not including investigatory meetings)
- Protection against dismissal for bringing a health and safety complaint
- Not to be dismissed because of pregnancy or childbirth
- Not to be dismissed or subjected to a detriment for making disclosures of wrongdoing to the employer (”whistleblowing”)
- To be paid, subject to exceptions, Statutory Sick Pay
- Minimum notice periods on termination of employment
- To receive written statement of Terms and Conditions of Employment within 8 weeks of commencement
- Right to request flexible working (after 6 months employment)
- Against unfair dismissal
- Statutory Redundancy Pay after 2 years employment