Funding Your Case
Here at Banner Jones we are pleased to be able to offer you a range of options for funding and progressing your employment law case.
Where possible Banner Jones will offer you a fixed fee for dealing with your employment law claim so you know exactly what you’re paying upfront. We always fix our fee for providing initial advice to you.
Banner Jones, like many other law firms, can help you with your employment claim on the more traditional pay as you go hourly rate basis. We ensure that we carefully record our time to ensure that you only pay for the time that we spend on your case.
Legal Expenses Insurance
Many people are unaware that they may already have insurance in place to help with the cost of pursuing an employment tribunal claim. This type of insurance is called Legal Expenses Insurance, and is sometimes referred to as Family Legal Protection. It can help with solicitor’s costs and expert’s costs, such as medical experts or barristers.
Many of our clients are surprised to find that they (and other people in their household) have the benefit of this type of insurance without even knowing that they are covered. The sorts of insurance policies that it can be attached to include:
- Household Contents Insurance
- Household Buildings Insurance
- Bank Accounts
- Vehicle or Life Insurance (thought it’s essential to check that it covers employment disputes)
The Employment Law specialists at Banner Jones have lots of experience of working for many clients under the terms of their legal expenses insurance.
No Win No Fee Agreements
If you do not have any other way of funding your employment law claim, then once a specialist solicitor has assessed your case, Banner Jones may be able to offer you a No Win No Fee agreement, meaning that you either don’t pay, or you pay a limited amount, if you don’t settle or win your claim.
If you have an employment problem, often it is something else for consideration within your case, so it is always worth contacting an employment law solicitor and finding out for certain.
At Banner Jones we can advise you on your legal rights regarding employment law, where they relate to the following:
- Disciplinary and Grievance matters
- Unfair Dismissal
- Redundancy Advice
- Discrimination in the Workplace
- Bullying and Harassment
- Ill health and Disability matters
- Family Friendly Rights
- Contracts of Employment and Policies
- Restrictive Covenants
- Employment Tribunals
- Settlement (Compromise) Agreements
- Protected settlement Discussions
- Trade Union Representation
- Funding your Employment Law Case
Expert Employment Law Solicitors
Our expert employment law solicitors are highly experienced and will treat each case uniquely depending on your circumstances. Our employment law specialists achieve solutions through confidential settlements and are always on hand to provide support when resolving employment law problems. We have worked on many employment law cases and each individual receives the upmost care and consideration throughout the case.
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of our clients would recommend us to a friend
(Ongoing Client Survey)
Katie is understanding, considerate and very kind and thoughtful in her manner.
We have used Banner Jones for employment advice for over 20 years and the team have always found the best approach to resolve our problem
Very professional and showed empathy throughout.
Professional yet personal & understanding. Excellent service
Excellent, speedy & professional help. Thank you Katie!
Extremely pleasant and friendly receptionist. My intention was to ring around several solicitors to get quotes, but after speaking to receptionist was happy to book an appointment.
We have an established relationship with Banner Jones which is excellent. Katie understands our operation and this enables her to provide us with pragmatic, accurate advice. Her extensive legislative knowledge and accommodating style make her the perfect choice for our business. I would highly recommend Katie and Banner Jones’s service to anyone.
Banner Jones were really helpful, friendly and professional. Would definitely recommend and would not hesitate in using again.
I recently used Katie Ash for an employment settlement agreement. I found her to be very knowledgeable, friendly and she explained points clearly, and used understandable language.
Straightforward explanation of each section of the settlement agreement with ample opportunity to ask questions and have “plain English” discussion. An open and friendly, but professional manner was evident from the advisor.
Frequently Asked Questions
You need to be able to justify if you are asking for certain levels of experience. Advertising for a bus driver who is safe and has had previous experience is one thing advertising for a bus driver with 10 years’ experience is another. The first option leaves your job advert open for all ages to apply. The second rules out individuals who may be in their early twenties.
Other points to consider when recruiting new employees:
- Ensure whoever is interviewing potential employee’s scores interviewees on their skills and competencies as opposed to their age.
- Although they are not discriminatory themselves consider removing any reference to age on your job application forms.
- Don’t ask a potential employee for a physical fitness test unless you require them.
Once you have selected an appropriate employee ensure managers and staff are trained to monitor and avoid any discriminatory behaviour. Also make sure it is clear within any policies you have that discrimination in any form is unacceptable. Ensure managers are fully trained in diversity issues and that they are able to deal with discriminatory issues that arise within the workplace.
Yes you need to be aware of these requirements if you employ anyone of any age. They affect every area of employment as well as the recruitment and selection process. The requirements not only make it unlawful to discriminate on the grounds of age but also harassment whether it be intentional or unintentional or to victimise an individual.
You need to worry not only about your own actions but also your fellow employees who must be discouraged from making offensive or unkind comments about age or anything in between.
As with other areas of discrimination if your employee can demonstrate that there has been a difference in treatment which is due to discrimination it is solely down to you the employer to show otherwise or for you to prove that you have done everything in your power to stop such discrimination. There are no limits to discrimination awards and often they include an aspect for suffering, failure to do so can be expensive.
When you are recruiting employees you need to ensure you are not discriminating for or against anyone due to their age. This means you cannot advertise specific age requirements in any of your job adverts unless you can justify them.
In 2011 legislation new legislation was introduced making it unlawful to treat anyone differently due to their age except if it could be justified or falls within one of the exemptions to the law. The retirement age of 65 has now been phased out meaning employers can now only forcibly retire workers if it can be justified.
The Employment Equality (Age) Regulations came into effect in October 2006. The retirement age of 65 was phased out between April 2011 and October 2011.