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Your Talents. Your Career. Your Life.

The average person spends a third of their life at work, so it is no surprise that when things begin going wrong at work other aspects of your life can be affected. That is why it is important to recognise that when things begin to feel off or you feel as though you are being mistreated, that your time is valuable and you should try to consider your next steps.

Problems at work can often be difficult to deal with and it can be very hard to know what to do for the best or where to turn for advice and support. When things go wrong with your job it can seem overwhelming but it needn’t be.

For free, independent advice on your situation you can contact Citizens Advice.

As an employee you may receive a settlement agreement (previously named a compromise agreement) providing you with legally binding terms and conditions upon the end of your employment. Electra can help you understand these, advise, and negotiate any of the terms for you to be in comfortable position to sign and walk away.

If it looks likely that your dispute may end in a tribunal then let us know, we will be happy to support you through the process and then put you in contact with an employment solicitor if necessary who can offer advocacy representative support and legal protection throughout your hearing.

Legal expenses insurance can be found in some home insurance policies and these tend to cover all employment related claims. Examples could include claims relating to unfair or wrongful dismissal, discrimination, equal pay, whistleblowing, or breach of contract. Checking the specific contents of your policy will inform you of your entitlement.

HR support for employers
"Life is about connecting with likeminded people in all areas; including your professional life. Client relationships are very important to me, you can expect no jargon, honesty and reliability."
Naomi Ward
HR & Employment Law Advisor


Three months less one day (from the date of the incident/resignation/ event). However, even though the employment tribunal has a time limit of three months minus one day, there could still be potential to raise a contractual dispute through the usual Courts depending on the nature of the dispute.

Where representation at the tribunal is required, we will refer you to a trusted barrister or employment solicitor.

An employment contract should be issued in writing (details of what is required and when) but even if you do not have it in writing a contract still exists and may be based on implied terms, custom and practice or what has been stated verbally. An offer of employment can be made and accepted verbally.

Some key aspects that should be contained in an employment contract include start date, job title and the nature and description of the job, duration, remuneration, place of work, among other features which we will be happy to advise you if you are in any doubt. It is important that the terms are not too wide as they may not be binding.

The short answer is yes, you can be dismissed for being off sick but this is a complex area and situation specific. You can be dismissed for unacceptable levels of sickness or for being off on long-term sick leave. Your company will have a policy which you will need to refer to and that they must follow and may take into account factors such as the length or frequency of sickness, whether reasonable adjustments are possible, and the likelihood of you returning to work successfully.

An employer may make a claim against you for breach of contract if you are no longer employed by them and you breach specific terms of your contract. There are sometimes restrictive covenants in your employment contract and if you are concerned about these, we can provide advice.

A settlement agreement (formerly known as a ‘compromise agreement’) is a legally binding document which is agreed between an employee and employer that waives all claims amounting from employment rights and the employee receives a payment. It is way of terminating employment where both parties agree to the terms of termination and may include such things as an agreed reference, confidential clause or financial terms.

Generally, claims can be made against an employer where an employee has two years of qualifying service. However, this is not always the case. For example, where such cases relate to discrimination as it is connected to a protected characteristic, an employee has grounds to make a claim against their employer regardless of length of service.

The Equality Act 2010 protects everyone from discrimination, victimisation, and harassment. The 2010 Act sets out protected characteristics as being: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

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