It is important to stress right in the beginning that when you sign a contract of employment with a company, you read the clauses therein thoroughly before putting your imprint on it. This is emphasized because there may be clauses which you might not have even thought of because at that time you were eager to join, and simply signed the document.

To take an extreme example, let’s suppose you find in your workplace someone to whom you were attracted. Natural laws take over the written contract or statutes. You are found in a compromising position, to put it mildly, inside the office. And lo and behold, you and your ‘friend’ find yourselves in the streets. That’s because in the contract of employment you signed, this was a breach of a clause that stated that the office premises at whatever time could not be ‘misused’, again putting it mildly!

An employment solicitor plays a very crucial role for an employer or employee with a claim pertaining to employment; if you are an employee and you feel your employment rights have been breached or an employer wanting to avoid an employment tribunal claim. But first it is important for you to have the basic understanding of employment laws which apply before consulting a solicitor specialising in employment.

The employment contract is the basis of your relationship with your employer, and included in the contract will be your terms of employment, commission and bonus payments and restrictions and regulations. Before filing a claim, you need to know whether your employer has breached an employment right and it is important to have some evidence when consulting an employment solicitor. The five main reasons that can prompt you to contact an employment solicitor are:

Employment solicitors can be of great help in employment related issues, such as:

Employer-employee conflict Recruitment policy formulation
Employment law covers all areas of an employer-employee relationship, with the exception of the negotiation process mentioned in the labour law. Therefore, employment lawyers can assist both the opposing parties in conflicts relating to:

Employee discrimination Unfair termination of employment Worker’s compensation Harassment Wages and work condition claims Redundancy Workplace injury