Employment Law - Employees

Employees' Legal Rights

Unfortunately no matter what job you as an employee have or who your employer is things can sometimes go wrong at work. Our specialist employment law solicitors have a wealth of experience of advising trade unions and individual employees at all levels. We are recommended in both the Legal 500 and in Chambers & Partners’ "Best of the UK" for employee / union work. We are regularly instructed in cases that set precedent in the Employment Appeal Tribunal, the Court of Appeal and House of Lords.

Employment Law Solicitors - Legal Advice - Employee Employment Law Solicitors

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What can we help with?

Our employment law solicitors can help you with any issues that arises under employment law such as:

The Legal 500 - The Clients Guide to Law Firms

The Legal 500 2016

"Led by Linda Stewart, the practice at Simpson Millar LLP has notable experience representing trade unions, particularly in the aviation sector, with clients including the British Airline Pilots’ Association, the Hong Kong Aircrew Officers Association and the Aircrew Officers Association Europe. The firm also has expertise in equal opportunities and discrimination mandates, and leads in holiday pay claims. Key names include Joy Drummond and Aneil Balgobin; Balgobin joined the firm in 2016 from Rollingsons."

Chambers & Partners 2014

The quality of work is always exceptional; clear and concise.

Case Example

New mother refused change in working hours

A Mother wanted to return to work part time after her maternity leave so that she could look after her new baby. She made a request to her employer which was refused. She then lodged a grievance, which was turned down, and made a request for unpaid parental leave, which was not addressed. As she found it impossible to work the hours required by her employer and look after her son, she resigned. She then sought our advice and we made claims to the Tribunal on her behalf, including indirect sex discrimination and constructive unfair dismissal. Following negotiations, the employer offered to re-engage her on half time hours (although by that time she had been offered another job which she decided to accept) and to pay compensation for her lost pay since her resignation.

(Note: Any woman in this situation should seek legal advice on other options before resigning as it may not be the best course of action and may make her position worse.)

Remember that time limits are short for many employment claims so you should seek legal advice as soon as possible.

We offer:

  • highly competitive charge-out rates, without any compromise in the quality of our work, and
  • a range of funding arrangements including conditional or contingency fee agreements in suitable cases

Check your insurance policies!

It is always useful to check your household or other insurance policies as you could have legal expenses cover. Read our article on funding your employment law case through your insurance policy for further information.

Any employee who thinks their employer has breached their rights please contact our Employment Law Team now. You can use our free, no obligation, online enquiry form and we will call you back or you can call us directly on freephone: 0808 129 3320.

Case Example

Unfair dismissal claim successful

We recently represented an employee in a successful claim for constructive unfair dismissal and breach of contract. The claim arose as a result of the employer’s refusal to pay the employee the salary he was due under his contract of employment. The employee raised a statutory grievance in respect of the employer’s failure to pay the correct salary but his employer still refused to pay the sums due and failed to follow the statutory grievance procedure. The employee resigned in response to the employer’s treatment of him. Simpson Millar LLP issued a claim for unfair dismissal and breach of contract.

In March 2008 the Tribunal awarded the employee the statutory maximum amount of compensation (£58,400 maximum at time of dismissal) for the unfair dismissal claim. In addition, owing to the employer’s failure to follow the statutory grievance procedure, the Tribunal applied 40% uplift to the claim for unpaid salary which resulted in a further award of £9,400.

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Linda Stewart - Employment Law Solicitor - Wimbledon, London

Linda Stewart
Partner, Head of Employment Law

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