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Our Bolton employment solicitors are here to help
Pre-Law provides employment law advice to employees across Bolton, helping with workplace issues at every stage of employment. Our solicitors advise on settlement agreements, redundancy, unfair and constructive dismissal, workplace disputes and Employment Tribunal claims.
Whether you have received an unexpected settlement offer, are facing redundancy or need advice about a dispute with your employer, we can assess your circumstances and explain your legal position. We provide practical advice so that you understand your rights, available options and appropriate next steps.
- Settlement Agreements
- Redundancy & Voluntary Severance
- Unfair Dismissal & Constructive Dismissal
- Employment Tribunal & Disputes
Settlement Agreement Solicitors in Bolton
Settlement Agreement Advice in Bolton
Pre-Law advises employees on settlement agreements, redundancy packages, workplace exits and negotiated departures. We provide practical legal advice, helping you understand your agreement and make an informed decision before you sign.
A settlement agreement is a legally binding contract between you and your employer. We explain what each term means, advise you on the legal effect of signing, and identify any provisions that may need to be clarified or changed.
If your employer has offered you a settlement agreement following redundancy, a workplace dispute, or a performance process, you should understand exactly what you are agreeing to. Independent advice is required for a settlement agreement to validly waive most statutory employment claims.
We advise on the agreement as a whole, including compensation, notice pay, holiday pay, confidentiality clauses, references, restrictive covenants and the employment claims your employer is asking you to waive.
Why Pre-Law
Why choose Pre-Law for settlement agreement advice?
Signing a settlement agreement can affect your finances, your employment rights and what happens after you leave. Legal advice gives you the opportunity to understand the proposed terms, raise concerns and consider whether the agreement properly reflects your circumstances.
At Pre-Law, you deal directly with the solicitor handling your matter. We focus on giving you clear advice on the agreement, the claims you may be giving up and any terms that should be addressed before the agreement is signed.
Every settlement agreement is different. Before advising you, we consider the background to the offer, the circumstances of your employment and termination, and the wording of the agreement so that you understand its practical and legal effect.
Where appropriate, we can negotiate with your employer about matters such as compensation, notice payments, an agreed reference, confidentiality provisions or restrictive covenants. Any proposed changes will depend on the circumstances and the strength of your legal position.
Redundancy Solicitors in Bolton
Redundancy Advice in Bolton
Pre-Law advises employees who are at risk of redundancy, going through consultation, or have already been made redundant. We can review the process being followed and explain your rights, entitlements and options.
A genuine redundancy can arise where a business or workplace closes, or where an employer has a reduced need for employees to carry out particular work. Even where there is a genuine redundancy situation, your employer should still follow a fair process.
If you have been placed at risk of redundancy, we can advise on consultation, selection pools and criteria, alternative employment, notice and redundancy pay. We can also identify potential issues with the way you have been selected.
Employees with at least two years’ continuous service will generally qualify for statutory redundancy pay, subject to the relevant statutory rules. Enhanced redundancy payments may also be available under your contract, workplace policies or an applicable redundancy scheme.
Why Pre-Law
Why choose Pre-Law for redundancy advice?
Being told your role is at risk does not necessarily mean that redundancy is inevitable. Consultation should be meaningful, and your employer should consider your representations and appropriate alternatives before reaching a final decision.
We can review the redundancy process and explain whether the selection pool and criteria appear fair, whether consultation has been properly carried out, and what payments you may be entitled to receive.
We can also advise you about alternative roles. Whether a role is suitable can depend on matters such as pay, status, duties, hours and location. Refusing suitable alternative employment can, in some circumstances, affect your entitlement to statutory redundancy pay.
If you have concerns about why you were selected, how the process was conducted, or the package being offered, we can assess your position and advise on the appropriate next steps.
Unfair Dismissal Solicitors in Bolton
Unfair & Constructive Dismissal Advice in Bolton
Pre-Law advises employees who have been dismissed or believe they have been forced to resign because of their employer’s conduct. We can assess what happened, explain the potential claims available and advise you on your next steps.
For an ordinary unfair dismissal claim, the tribunal considers both the employer’s reason for dismissal and whether the employer acted reasonably. Potentially fair reasons include conduct, capability, redundancy, statutory restriction and some other substantial reason.
A dismissal can still be unfair where the employer has a potentially fair reason but fails to act reasonably or follow an appropriate procedure. The circumstances leading to the dismissal and the process followed therefore need to be considered together.
Constructive dismissal is different. It can arise where an employer fundamentally breaches the employment contract and the employee resigns in response. Delay before resigning can affect a potential claim, so advice should be taken before resignation where possible.
Why Pre-Law
Why choose Pre-Law for dismissal advice?
Dismissal disputes are highly fact-specific. We look at why your employment ended, the procedure followed, your employment history and the evidence available before advising whether there may be grounds for a claim.
If you have already been dismissed, we can assess the circumstances and advise on possible unfair dismissal, wrongful dismissal or related claims, together with the practical options available to you.
If you are considering resigning because of your employer’s conduct, the position requires particular care. Constructive dismissal requires a fundamental breach of contract, resignation in response to that breach and appropriate action by the employee.
We can review the relevant documents and correspondence, identify the legal issues and advise on grievances, negotiations, Acas Early Conciliation or Employment Tribunal proceedings where appropriate.
Employment Tribunal Solicitors in Bolton
Employment Tribunal Advice in Bolton
Pre-Law advises employees on Employment Tribunal claims and workplace disputes, including unfair dismissal, discrimination, unpaid wages, redundancy disputes and other statutory employment rights.
Employment Tribunal proceedings are subject to procedural requirements and strict time limits. Before most claims can be presented, the prospective claimant must first notify Acas and complete the Early Conciliation process.
We can assess the circumstances of your dispute, identify potential claims and advise on the evidence required. Where proceedings are appropriate, a claim is started by submitting an ET1 setting out the complaints and remedies being sought.
Tribunal cases can involve disclosure of documents, witness statements, preliminary hearings and a final hearing. We can advise you throughout the process and help you understand what is required at each stage.
Why Pre-Law
Why choose Pre-Law for Employment Tribunal advice?
Employment disputes should be assessed at an early stage. Tribunal time limits are generally short, and the strength of a claim often depends on documents, correspondence and other evidence created while events are taking place.
We can review the background to your dispute, assess the potential legal claims and explain the procedural steps, risks and possible outcomes before you decide how to proceed.
Not every dispute needs to reach a final hearing. Acas conciliation, negotiation and other forms of dispute resolution can provide opportunities to resolve a claim, depending on the circumstances and the parties’ positions.
Where proceedings are necessary, we can help you prepare your case, comply with Tribunal directions and understand the evidence required to support your claim, while continuing to consider appropriate settlement opportunities.
What Our Clients Are Saying
Frequently Asked Questions
There is no fixed legal timescale for completing a settlement agreement. Straightforward agreements can often be reviewed and completed quickly once we have the agreement and the necessary information from you. If amendments or negotiations are required, the process may take longer.
You should not sign simply because your employer has imposed a short deadline. We will identify any urgent dates when reviewing the agreement and advise you on the steps required before it can be completed.
An employer is not generally under a statutory obligation to pay your legal fees simply because it has offered a settlement agreement.
However, employers commonly offer a contribution towards the cost of obtaining the independent legal advice needed for the agreement. The amount and scope of that contribution should be stated in the settlement agreement or accompanying correspondence.
If the employer’s contribution does not cover additional work, such as substantial negotiation, we will explain any further costs before undertaking that work.
Yes. You do not have to accept a settlement agreement on the terms first proposed by your employer.
Depending on the circumstances, it may be appropriate to negotiate the financial package or other terms such as notice pay, holiday pay, an agreed reference, confidentiality clauses or post-termination restrictions. We will advise you whether there is a proper basis for requesting changes and can negotiate on your behalf where required. Settlement agreements commonly deal with compensation and non-financial terms as well as the waiver of employment claims.
Read the invitation and any allegations carefully and make sure you understand what the meeting concerns. You should review the documents supplied by your employer and prepare your response before attending.
Employees have a statutory right to be accompanied at a disciplinary hearing by an appropriate companion, normally a workplace colleague or trade union representative.
If the disciplinary process could lead to dismissal, or if a settlement agreement has been raised alongside the process, legal advice at an early stage can help you understand your position and the options available.
Time limits in Employment Tribunal claims are strict and depend on the type of claim. For many employment claims, including unfair dismissal, the usual time limit is three months less one day from the relevant event. In an unfair dismissal claim, this is normally calculated from the effective date of termination.
Before bringing most Employment Tribunal claims, you must first notify Acas and go through Early Conciliation. This affects the calculation of the tribunal deadline.
You should not assume that negotiations about a settlement agreement stop the tribunal time limit. If a potential claim is approaching its deadline, the limitation position should be checked separately and promptly.