Employment Law

EMPLOYMENT LAW FIRM HILLINGDON – EMPLOYMENT SOLICITORS HILLINGDON

Employment law affects businesses in many different ways.  It is an area of the law which is highly regulated by the government, and as such it can be difficult to cut through the legal jargon and know whether your business is in the right or wrong.

How we can help

Our employment solicitors in Hillingdon have a wide range of experience in all aspects of employment law, so you can be assured that you are dealing with a knowledgeable expert who will be able to find solutions for your business.   Hillingdon solicitors strive to offer sensible and practical advice that is tailored to the client’s needs.  We would be happy to discuss payment on a fixed fee basis, providing you and your business with certainty.

Areas we advise on

Hillingdon employment solicitors commonly advise clients on employment contracts, hiring and firing procedures, compromise agreements, redundancy, dismissal, grievance and disciplinary procedures, employment disputes and tribunal claims, compromise agreements, maternity and paternity rights, sickness and absence procedures, drafting workplace policies and employee handbooks, TUPE (Transfer of Undertakings Protection of Employment Act) and general statutory employment rights.

If your particular issue has not been covered in this non-exhaustive list, please do not hesitate to get in contact to find out how Hillindon solicitors can be of assistance.

Professional, tailored advice in Hillingdon

If you or your business are based in Hillingdon, please get in touch with us to find out how we can help drive you and your business forward.

FAQs about:
Employment Law

HILLINGDON EMPLOYMENT LAW GUIDE FOR EMPLOYERS

What conditions does a pregnant employee need to fulfil in order to be entitled to Statutory Maternity Pay (SMP)?

There are 6 conditions that need to be satisfied, as follows : -

  • to have worked for the employer for a continuous period of 26 weeks ending with the qualifying week - i.e. the 15th week before the expected week of childbirth (EWC)

  • to have reached, or been confined before reaching, the start of the 11th week before the EWC

  • to have stopped working for the employer

  • to have average weekly earnings in the 8 weeks up to and including the qualifying week at least equal to the lower earnings limit for Class 1 National Insurance contributions

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