Specialist Legal Advice from Solicitors and Lawyers in the United Kingdom | John's Blog on Law

If you are experiencing issues at work, you will need a reliable employment solicitor to solve such issues.

With hundreds of solicitors practising in the UK, choosing a good lawyer is not easy.

Your extensive research is essential in this regard. There are many important factors to consider when picking the right employment solicitor.

Here are some tips to consider when finding the best employment solicitors in London.

An employment solicitor will represent the employer or employees in lawsuits involving the workplace.

Workplace discrimination and wrongful termination are some of the most common work-related issues where you need the assistance of a professional employment law firm such as Dph legal solicitors in Reading.

The first thing is to check the website of the potential lawyer. It will give you a feel for the firm and let you identify their specialisation.

Make sure the website is updated on a regular basis. Such a firm will be up-to-date with the regular changes in employment law.

A Google search will reveal a list of employment solicitors operating in your area. Check the reputation and specialisation of each law firm before you decide to hire the right one for your case.

Once you have narrowed down your search to 4-5 reliable lawyers , the next step is to arrange a meeting with each of these professionals. Almost all reputable solicitors will offer a free consultation session before you even hire them.

You should take advantage of this free consultation session to get to know the personality of the potential lawyer. Make sure that you speak to the lawyer who will be handling your case and not to a trainee, paralegal or junior in the firm. Don’t forget to ask for the suggested plan of action, the likely outcome, and an estimate for pursuing your case before you decide to hire the right law firm.

Don’t forget to shop around when choosing the right employment law firm. But you should compare apples to apples when doing so.

Most employment law cases have strict time limits before the case should be brought before the employment tribunal. A reliable solicitor will advise the client on the relevant time frames to file your case depending on the type of case.

A recommendation from a trusted friend or colleague can come in handy when choosing the best law firm in the area. That way you can save a lot of time in the selection process.

Ask the potential lawyer how long they have been practising and his/her success rate. In fact, the experience is very important when choosing the right employment solicitor.

A local solicitor is the best when hiring the right candidate for your case. You can easily meet the lawyer if you have any concern with your case. On the other hand, you can establish a good working relationship with the candidate when he/she is from the same locality.

The size of the firm is also important when choosing the right one. A small firm may be less intimidating and help you build a sound relationship with the lawyer. On the other hand, larger firms may be busy dealing with a host of cases. Hence, they may assign a junior solicitor to handle your case while the senior ones may represent influential clients. These are important things to look for when finding the right employment lawyer in town.

Selecting the best employment lawyer is not easy. You should do the homework before finding the right one. The above article provides information on what you should look for when hiring a good employment solicitor.

A legal contract that gives the details of a compromise arrived at between two parties who have been in a dispute is called a settlement agreement.

This allows the parties in dispute to arrive at a solution guided by an employment law firm that avoids any need for litigation.

In a settlement agreement, both the parties release each other from any liabilities, past, present or future through a General and Mutual Release of All Claims that could have arisen from the events that led to the settlement.

In most settlement agreements, there is a consensus that neither party is agreeing to any liability, wrongdoing or fault. The agreements clearly state that the signature to the agreement does in no way indicate a concession, misrepresentation, evidence of a fault, omission or any action that has alleged a violation of the law.

It is not in any way a representation of any formal finding of wrongdoing that may have been arrived at by any administrative agency or court.

Such agreements are entered into to resolve issues that have come about because of any examination, investigations, and complaints and are meant to see that there are no risks, costs, and loss of time that is normally associated with litigation that can often be protracted.

In most settlement agreements some compensation is paid by one of the parties to the other, in exchange for the general and mutual release from further action, and it is important that the agreement spells out these amounts in detail.

The amount to be paid, the mode or form of payment, the time when it is to be paid and the party to whom it is to be paid, must be clearly indicated in the agreement.

Compensation can be paid before or after the agreement, and this clause needs to be a part of the agreement.

It is also important that there may be some action required by either party as part of the agreement.

These actions must be clearly spelled out, and the consequences of a breach should be also be clearly laid down.

Most agreements also need to certify that neither party has assigned the obligations, claims, demands, or causes of action to any other party. Settlement agreements are between the two parties who have reached the agreement and is not a binding on successors to either of the parties.

Both the signing parties have to promise that they have taken the action after obtaining all the necessary legal advice from lawyers of their choosing and that they have fully understood the terms of the agreement and voluntarily choose to accept them.

It is important that every settlement agreement include the governing jurisdiction and make reference to any documents that are supplemental to the agreement and which would give effect and force to the terms that have been agreed to in the signed document.

Parties to a settlement agreement are well advised to have a confidentiality provision though it can allow such disclosures to be made to solicitors and accountants who will be tasked with giving closure to the dispute.