Employment Rights Act 1996 - No Win No Fee Solicitors
Employment law is an ever-expanding field which due to its complexity now demands specialist employment solicitors. Over the past three decades, the rights of employees have become considerably stronger. The trend towards better protection for workers has grown largely out of the trade union movement and the UK’s membership in the European Union.
In the past, many employment rights were grounded in common law which is the law that is based on decisions reached in court cases. The evolution of common law is a slow process, with changes coming gradually over time following solicitors applications mostly heard before the Employment Appeal Tribunal. Most employment rights are now contained within statutes enacted by Parliament or EU Regulations. One of the most important of these statutes is the Employment Rights Act 1996.
All employees can benefit from understanding the basic provisions of the Employment Rights Act 1996. Without an understanding of what your rights are, you may not realise that you have been subjected to illegal treatment in the workplace. This page provides a brief overview of the legislation and is intended to provide information on this critical piece of legislation and the rights which it affords.
Nothing is more central to the concept of employment than wages. The essence of an employment contract is person A paying Person B for performing specified services. The Employment Rights Act 1996 deals with the issue of wages, protecting the employee from unauthorised wage deductions. Under the legislation, employees are entitled to a “guaranteed payment.” which means that employees are guaranteed wages even if the employer is unable to provide work to perform during normal hours of employment.
Time off work
The Employment Rights Act 1996 also covers the time off from work to which an employee is entitled. One such entitlement is maternity leave. An employee cannot be dismissed for taking maternity leave. If an employer were to do so, they would be guilty of pregnancy discrimination which could result in a solicitors compensation claim before the Employment Tribunal. Other provisions related to time off include those concerning training, public duties and medical problems.
Dismissal and redundancy
Two major topics covered by the Employment Rights Act 1996 are dismissal and redundancy. The legislation makes unfair dismissal illegal. Unfair dismissal occurs when an employer terminates an employee without a legitimate and lawful reason for doing so. It is also the same legislation that provides for a redundancy payment.
The process by which disputes related to a violation of your employment rights are resolved is outlined within the Employment Rights Act 1996. This legislation provides aggrieved employees or their solicitors with the right to take their case before an Employment Tribunal. The cases which entitle you to make an application to an Employment Tribunal are outlined on what is known as a “jurisdiction list.” A jurisdiction list can be obtained from your local tribunal office.
Our employment law solicitors know and understand every facet of current legislation and case law. They can provide representation to people located anywhere in the United Kingdom. All cases are taken on a no win no fee basis. That means, you do not pay any legal fees unless your solicitor is successful in obtaining compensation for you.
For advice without cost and without further obligation on your potential employment rights claim, just phone the helpline. You will be transferred to a specialist solicitor who deals exclusively with employment disputes.