Breach of employment contract
An employment contract is a legally binding agreement between an employer and an employee. A
breach is when one party breaks a term of the Contract. For example, an employee does not
work their agreed hours, or an employer does not pay wages on time.
If you think your employer has breached the employment contract or you are accused of a
breach, please call our solicitors for advice.
Bullying and harassment at work
Bullying and harassment can be constant teasing, threats, verbal abuse or excessive
criticism. It is any conduct that leaves someone feeling angry, distressed or humiliated.
Under the Equality Act 2010, harassment is defined as, ‘Unwanted conduct
related to a relevant protected characteristic, which has the purpose or effect of
violating an individual's dignity or creating an intimidating, hostile, degrading,
humiliating or offensive environment for that individual.’
The law protects from bullying or harassment at work. Please talk to our solicitors today if
you are affected.
Serious disputes can arise if an employee is discriminated against on the grounds of age,
disability, gender reassignment, marriage and civil partnership, pregnancy and maternity,
race, religion or belief, sex, and sexual orientation. These are ‘protected
characteristics’ under the Equality Act 2010.
at work is illegal, so please talk to us if you are a victim of discrimination.
If a disciplinary or grievance issue arises, an employer must carry out an investigation. The
purpose of investigations is to gather evidence to deal with the issue.
An investigation is an integral part of a grievance or disciplinary case. If you are involved
in a dispute and your employer fails to carry out a thorough and fair investigation, you may
take legal action against them for not following correct procedures.
Misconduct at work
Misconduct at work is when an employee has behaved wrongly in the workplace, for example,
refusing to work or being absent from work without permission.
Gross misconduct is behaviour so serious it is grounds for immediate dismissal without
notice. This could be fighting, theft, malicious damage or other unacceptable conduct.
With any misconduct, an employer must follow correct disciplinary procedures. This may mean
an employee is suspended from work on full pay pending an investigation into what has
If you have been accused of misconduct, our solicitors can make sure you are treated fairly
and that your rights are protected.
This type of dispute could arise because an employer has not paid an employee what they owe
them or wrongly deducted money from their salary. Salary disputes can also be
around equal pay.
Unfair and constructive dismissal
There may be grounds for an employee to claim unfair dismissal if they have been unfairly
dismissed, such as if they have been unfairly selected for redundancy.
Constructive dismissal is where you feel that continuing with your job is no longer possible due
to treatment at work.
If an employer dismisses you on the grounds of incapability but have not carried out performance
management and dismissal processes correctly, there may be grounds to claim unfair dismissal.
An employee must be employed for at least two years to bring a claim unless the treatment
resulted from discrimination under the Equality Act 2010.
Please talk to our solicitors about concerns relating to unfair or constructive dismissal.
Whistleblowers are workers who report certain types of acts, such as criminal offences or dangerous
health and safety breaches that have taken place in the workplace. Whistleblowers are protected by
law and must not be treated unfairly by an employer.
If you are considering blowing the whistle on your employer, it is important to check you will be
protected under the law. It is important to follow the correct process and recommended to seek
confidential advice from our specialist solicitors before whistleblowing.