Skip to Main content

Search results for ''...


Sorry, there were no results

Newsletter Sign Up

I would like to receive newsletters, event invitations and publications from Thomson Snell & Passmore by email on the following topics (tick all those that apply) and consent for my data to be processed for this purpose.

We respect your privacy and want news to be relevant. To either, click here or update your preferences by emailing us at info@ts-p.co.uk. Your personal data shall be treated in accordance with our & .

Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry. If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

Newsletter Sign Up

I would like to receive newsletters, event invitations and publications from Thomson Snell & Passmore by email on the following topics (tick all those that apply) and consent for my data to be processed for this purpose.

We respect your privacy and want news to be relevant. To either, click here or update your preferences by emailing us at info@ts-p.co.uk. Your personal data shall be treated in accordance with our & .

Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry. If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

  • Overview

    We have a number of commercial clients who benefit from our advice lines, where they can call or email us to seek advice regarding employment issues. 

    One of our clients reached out to Alexander Millward in relation to a particularly difficult employee. 

    Together the client and Alex discussed the steps that could be taken during a potential furlough/self-isolation situation involving the employee.  In light of discrepancies in the employee’s story, Alex advised that the employee should be invited to explain the inconsistencies but remain on statutory sick pay during his absence. 

    The employee declined the opportunity to clarify these issues and refused to return to work.  Eventually the employee raised a grievance which ultimately did not find in his favour, in light of the careful planning that Alex and the client had undertaken.

    Consequently, the employee resigned and commenced the ACAS early conciliation process with the view of taking the matter to tribunal on the basis of constructive unfair dismissal and disability discrimination.

    Thanks to the careful planning and close working relationship between the client and Alex, they ensured that the correct process was followed.  As a result, the client was able to negotiate with the employee a very prompt and commercial settlement on the basis that his claim had no prospects of success.

    Our advice line provides peace of mind to our clients that issues like this do not get off the ground and through strategic use of them, our clients can avoid claims being lodged at the employment tribunal.

  • Related Services

    Commercial

    We draw on our extensive legal, commercial and industry expertise when working with you to achieve your strategic objectives.

    Employment Tribunal

    We have a track record of success in representing respondents and defending claims brought by employees or potential employees for unfair dismissal, discrimination or unlawful deduction from wages.

    Employment Advice Service

    Employment fixed fee annual telephone and email advice service

Newsletter Sign Up

I would like to receive newsletters, event invitations and publications from Thomson Snell & Passmore by email on the following topics (tick all those that apply) and consent for my data to be processed for this purpose.

We respect your privacy and want news to be relevant. To either, click here or update your preferences by emailing us at info@ts-p.co.uk. Your personal data shall be treated in accordance with our & .

Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry. If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

^
Jargon Buster