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Employment disputes and tribunals

Disputes can have a significant negative impact on your business, diverting time and resources away from HR and management, and reducing team morale. If disputes reach an Employment Tribunal, your company’s finances and reputation may also be compromised. Thrings has extensive employment experience and can provide bespoke legal advice and support through each stage of a dispute or tribunal.

Key Contacts

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Kerrie Hunt

Kerrie Hunt

Partner

A dedicated service

We always take time to learn about your business, so we can fully understand how the problem has arisen and develop a response that is right for you. Through our considered approach we will try to find a solution that delivers minimum disruption to your business.

Sometimes avoiding a tribunal isn’t possible. In this case, we will defend your interests by drawing on our experience across a range of disputes, from defending gross misconduct dismissals to pursuing and enforcing post-termination restrictions. Through consistent support and advice, we will guide you through commercially-driven decisions that best protect your company’s interests. And wherever possible we will attempt to keep you out of Court to avoid added costs and risks.

Highlights

Our Disputes Team has been involved in a number of high-profile claims and cases. Highlights include:

  • advising and representing the respondent company, majority shareholder and Managing Director of an SME client in relation to suspected fraudulent activity by two Director shareholders of the business. Also defending a subsequent claim of constructive dismissal and raising a counterclaim in the Employment Tribunal
  • advising on threatened industrial action at a factory considering the closure of its UK business
  • involvement in High Court litigation and negotiations concerning the enforceability of restrictions in the financial services sector
  • working on behalf of a client to obtain court undertakings from ex-employees who were intending to set up in competition and soliciting clients in breach of restrictive covenants

  • advising an agricultural client on complex claims relating to a family dispute. This included employment tribunal proceedings for unfair dismissal and whistleblowing, claims for non-molestation injunctions (discharged with costs ordered against the other party) and associated possession proceedings
  • successfully defending an employer from a high-value race discrimination claim by its ex-HR Director
  • successfully defending an employer against whistleblowing and discrimination claims by two employees

Expertise

Our expertise in this area encompasses:

  • unfair dismissal claims
  • unlawful deduction from wages claims
  • working time claims
  • wrongful dismissal claims

Kerrie Hunt ‘knows employment law inside out’.

The Legal 500 2016

Latest

Blogs

What is alternative dispute resolution?

We hear a lot in the papers about big litigation cases and acrimonious disputes that play out in court, but we don’t hear much about alternative dispute resolution (ADR). In fact, some people may not know that ADR exists – or how important it is in avoiding court proceedings,...

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Blogs

Health & Safety on the farm: 7 unbelievable examples of negligence

Since 2008, the agricultural industry has experienced 269 work-related deaths. In 2016/17, the Health and Safety Executive (HSE) labelled the construction industry the most dangerous for workers. However, the agriculture industry was almost as risky, with 27 workers and three members of the public suffering fatal injuries during that...

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News 1 November 2017

Discrimination update

In a summer brimming with employment law developments we take a look at some recent key decisions in discrimination cases, including the increase to Vento Bands for personal injury awards in discrimination claims and a significant decision in relation to Shared Parental Pay.

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News 1 November 2017

Suspension – a neutral act or a repudiatory breach?

The High Court has found in a recent case, Agoreyo v London Borough of Lambeth (Agoreyo), that the suspension of a teacher was not a neutral act and amounted to a repudiatory breach, by the employer, of the implied term of mutual trust and confidence. This article looks at...

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