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, and during the initial advice appointment we will discuss funding options with 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
Following your fixed fee initial advice appointment, if you do not have any other way of funding your employment law claim, then we may be able to offer you a No Win No Fee agreement. This would mean that you either don’t pay, or you pay a limited amount, if you don’t settle or win your claim. We can discuss how this works in your initial advice appointment.
Employment Law - Katie Ash on Settlement Agreements
Katie Ash explains and answers some questions about settlement agreements.
Brexit: supporting your European employees in the UK & British employees abroad
As the UK prepares for the end of the Brexit transition, new laws will be coming into place from 1st January 2021 which will affect businesses, as well as the people who work in them. But what are the expectations on you as an employer?
Flexible Working Requests- Striking That Balance
As a working parent it can often feel like you overcome one obstacle only to be met with another. The start of the new school year brings with it the challenge of fitting the school run in to an already full working day. The average school day is between 9am until 3pm, give or take 15 minutes either side, which is shorter than the traditional 9-5 working day. Whilst wrap around school care is often available to cover the gap, this is not always a feasible or desired solution.
Health & Wellbeing in The Workplace
Uber drivers entitled to workplace protections
The ‘gig’ economy is characterised by the prevalence of short-term contracts or freelance work, as opposed to permanent jobs. Depending upon your viewpoint, it is either a positive working environment that offers a great deal of flexibility (for example, employment hours in the control of the individual) or it is a form of worker exploitation with very little protection (for example, lack of paid holidays, sickness benefit and so on).
To employ or not to employ?
The Redundancy Survival Guide: What you need to know and do
Being told that your job is at risk of being made redundant is a devastating blow for anyone. Redundancy can have a significant financial impact on you and your family. This guide will give some useful action points that can help you understand your rights when facing redundancy and steps you can take to try and find other employment.
The General Data Protection Regulations
What do you need to know? The General Data Protection Regulations (‘GDPR’) come in to force on the 25th May 2018 and whilst the Regulations are new, the principles and requirements are not. The GDPR is an overhaul of the Data Protection Act 1998 (‘DPA’), and extends to the processing of personal data of all data subjects in the whole of the EU. Brexit will not prevent businesses from needing to comply with the Regulations. In practice for those businesses that have already been complying fully with the DPA, they should not need to undertake much work to ensure that they are compliant with the GDPR, and will at the very least have the basics in place.
Notification of email checks required
A recent ruling by the European Court of Human Rights has provided further specific clarification of companies’ responsibilities in respect of their employee email policies. Katie Ash, Head of Employment Law said, “The ECHR ruling in case of Bogdan Bărbulescu could shape extent to which firms can monitor employees’ private communications”. In essence, the court ruling says that not only must a company policy inform employees that they reserve the right to monitor employee emails, but they must also let employees know when they are doing so.
The impact of Brexit on the UK’s Employment Law
As the Nation waits with baited breath to discover what the Government’s strategy for leaving the EU will be, when it will happen and whether it will be a ‘hard’ or ‘soft’ Brexit, many employers are, unsurprisingly, concerned about what the future of employment law will look like. How quickly will it change, what will their obligations be, and what steps will they need to take to ensure compliance?
Employees negligence can amount to gross misconduct
The Court of Appeal recently ruled that a senior manager’s negligence in failing to ensure that a colleague followed company policy could amount to gross misconduct justifying the manager’s summary dismissal.
Do employers care about their employees financial well-being?
A recent study has found that only one in three employees believes their employer cares about their financial wellness.
Need to Sort out Your Finances?
Around 50% of us make a New Year’s Resolution to 'sort out the finances’ but for most of us it's more of a wish than a firm commitment to take action. Looking at the January appointments we’ve had with wealth management clients here are the topics that we’ve discussed most often. If you’re determined to sort out your finances, these may give you some food for thought.