Keith Webster is an expert employment law and settlement agreement Lawyer & Barrister.
Call now on 0800 772 0791
My advice will be free – it is standard practice for employers to pay for you to receive advice on the legal effect of signing a settlement agreement.
When things go wrong at work – you need fast, clear, practical legal advice – Keith will advise you on getting the best possible settlement for you.
- Same day appointments
- Fixed costs (Your employer will pay these)
- Expert advice on the legal effect of signing a settlement agreement
- An additional service to advise you on your alternative options to signing the agreement if you need it.
- An additional service to help you negotiate a better settlement if you need it.
Keith is an expert on advising people who are thinking of leaving their jobs and gives advice on settlement agreements virtually every week.
If you are thinking of agreeing and signing a settlement agreement with your employer it is important that you receive good legal advice on the terms of the agreement and what other legal options may be open to you.
How Keith can help you.
- He can help you to negotiate the best possible settlement figure.
- He will give you the advice quickly and clearly – which can be very important in ensuring that you get the best offer from your employer.
- He will make sure that you are aware of all of your options and how the settlement agreement will effect you.
“If your situation is urgent I can usually conclude the agreement for you within 24 hours.”
” I understand that negotiating a settlement agreement can be a very stressful time for you. I will take the time to listen to you and then provide you with clear legal advice in plain English – so that you know your options and can make informed choices.”
What is a settlement agreement?
It is contract which ends the employment on legally binding terms agreed between the employer and the employee.
When an employment has come to an end, either because of redundancy or a disagreement, a settlement agreement is used to agree the terms under which the employee will leave their job.
It usually involves the employee receiving financial compensation in return for agreeing not to take the employer to court.
If you send a message using the contact form, we aim to call you back within 2 hours.
As a specialist settlement agreement barrister, Keith has provided advice on settlement agreements throughout the UK and in his office locations in London, Leeds, Manchester, Birmingham and Bristol.
Call me on 0800 772 0791 or fill in the contact form.
Frequently Asked Questions
Can an employee appeal against the employer?
Nothing should stop an employee from making an appeal if he/she is not satisfied with the action taken by the employer. The appeal should be in writing, stating the employee’s grounds and reasons for the appeal. Employers should respond to the employee in writing, without unreasonable delay. An employee also has a statutory right to be accompanied by a colleague or union representative. A failure by an employer to resolve a grievance can, in certain circumstances, amount to constructive dismissal. If your employer has failed to resolve a grievance which is making your workplace intolerable for you, please contact me immediately and I will advise you of your options. If you think that your problems at work have not been resolved fairly or reasonably, please click here
to contact me.
Can you appeal against disciplinary procedures?
Generally speaking (as it depends on an individual’s circumstances), an employee may appeal against such disciplinary procedures if he/she believes that:
- The decision was wrong.
- Unfair procedures were used.
- The punishment is too harsh.
- New evidence has come to light.
There are other unforeseen circumstances. An employee cannot make an Employment Tribunal claim against a warning, or disciplinary procedures reached, although an employee could claim constructive dismissal if the conduct of his/her employer forces him/her to leave. There is also an alternative approach to this, which is to suggest mediation.
What are Disciplinary procedures?
Disciplinary procedures are used by employers to tell employees that their performance or conduct isn’t up to the expected standard. Employers should always bear in mind principles of fairness when applying any disciplinary procedures. If an employee has been subjected to disciplinary procedures, it is the right of the employee to have a clear and informed decision on all the allegations made against him/her, together with supporting evidence. The employee should also be given the opportunity within a reasonable time frame to challenge the allegations before such decisions have been reached. If an employer decides to go ahead with the sanctioning of such disciplinary procedures, the employee should be given the right to appeal against it.
What are the various forms of discrimination?
Some kinds of discrimination are perfectly legal. For example, it is not illegal to discriminate against people who are overweight or who support a different football team to you. However oranges are not the only fruit. Discrimination on any of the following characteristics is illegal under the Equality Act 2010.
- Gender / Sex / Sexual orientation.
What is a direct access barrister and does it benefit me?
It is now possible to go directly to a barrister for advice or representation without having to go through a solicitor – which was the only way for several hundred years. The new approach is known as ‘direct access’ or ‘public access’ and it is available in both civil and criminal cases.
The first advantage of instructing a barrister direct is that you will save the cost of having a solicitor prepare a brief for the barrister. You may also, with the advice the barrister gives you, be able to correspond with the other party directly yourself – again saving the costs of solicitors’ letters.
Secondly, when instructing a barrister direct, much of the work that would normally be done by a solicitor, such as collating documents and photocopying, will be done by you. Which means more cost savings.
It has been estimated that clients who come direct to barristers can save between 50% and 60% of their legal costs in suitable civil and criminal matters.
By going direct you may also find that the job is done quicker, and that you have more control over your case.