Employment advice
Selene Holden and Robyn Armes advise both employers and employees on all aspects of Employment Law, and regularly appear at Employment Tribunals. Clients look to them to give quick, accurate advice on individual situations as they develop.
We recognise that, whilst it is important to comply with the law, it is equally important to get a business to where it needs to be; if that means the dismissal of an employee then their job is to help the client to achieve that with the minimum of fuss and comeback, not to obstruct it with reasons why “that cannot be done”.
Some of our clients have used Insurance Companies and Consultants offering help lines for a fixed annual fee; they then return to Greene & Greene saying that our “get it done” attitude is quite unlike anything they have found elsewhere; insurers who advise to take no action “in case there is a claim” even when the business is in desperate need of change.
We also act for employees and directors, typically in the negotiation of compromise agreements and severence packages.
Each autumn we also present a free annual seminar to update clients and other local employers on changes in this area of the law.
Examples of recent advice include:
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Successful defence of employment tribunal applications for unfair & wrongful dismissal, unfair selection for redundancy, age, disability and sex discrimination and harassment; |
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Successful pursuit of an unfair dismissal application for a long standing employee client; |
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Advice on a large scale redundancy program concluded without claims or comeback; |
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Managing the exit of a Finance Director for a Multi-National Corporation, negotiating the compromise of all potential claims and cancellation of share options; |
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Successful negotiation of a compensation package for a Senior Executive being terminated without cause; and |
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TUPE advice on business sales. |
Principal contacts
Selene Holden
Robyn Armes
Latest from the blog
Government announces changes to collective redundancy rules from April 2013
Jo Swinson, Employee Relations Minister, has today announced that the minimum consultation period where 100 or more redundancies are proposed within a ninety day period will be slashed from 90 days to 45 days from April 2013. She has said that it is hoped that the reforms will “strike an appropriate balance between making sure employees are engaged in decisions about their future and allowing employers greater certainty and flexibility to take necessary steps to restructure."
...(read more)
Latest from our clients
"A heart felt thank you for all your help and professional advice last week. I could not have got through the process with out you from a professional viewpoint. I am so pleased with the result and the belief that you had in me from day one and the willingness to take the case on."