Our client was first informed that there were performance issues at the same time the settlement agreement was presented to them.
An employee of an insurance company in London approached the Employment team after receiving a settlement agreement.
Our client was invited to a meeting by his employer and was informed that they were making our client redundant.
Helping an employer resolve a complicated case involving risk of disclosure of confidential information
One of our client’s employees was found, after he handed in his notice, to have been using our client’s confidential information and its systems to conduct business for some clients of the business on side for his own gain.
Our client, a subsidy of a pan-European company, needed to boost profitably. We conducted five managed terminations of senior staff whose performance at work was not conducive to the future success of the company.
There are times when an employer needs to, and should, take a stand when facing a claim in the employment tribunal and there are times when it makes commercial sense to settle.
There are times when an employer needs to take a stand which is exactly what Berry Gardens Limited the UK's largest berry supplier, with an annual turnover of £193 million did in respect of defending unfair dismissal proceedings issued against it by a former employee which it felt was a ‘try on’.
Crowhurst Park, a holiday and leisure park on the outskirts of the historic town of Battle in East Sussex which lets luxury pine lodges and holiday homes on its 120 acre country estate, successfully got claims for constructive unfair dismissal struck out and costs awarded against the employees.
The conduct of an employee in certain circumstances can result in the irretrievable breakdown of the working relationship entitling an employer to terminate the contract of employment.