Almost all businesses take some sort of employment legal advice.Employment law is the law that governs employer and employee relationship. If the business has more than one employee, then business is likely to use employment lawyer.
If you are looking for employment lawyer in London, Sharma Solicitors does everything to do with employment law.
We represent individuals that have suffered financial or emotional losses and have been wronged by employers. We advise for
Settlement agreements
Constructive dismissal
Age discrimination, Disability discrimination, Sex discrimination, Religion discrimination
Redundancy
Unfair dismissal
Paul Sharma is head of the firm. All matters will be either undertaken by or under the close supervision of Paul Sharma. Paul is a University College London law graduate and a Grade A solicitor (over eight years post qualification experience). He has made it his life's mission to help those who have been wronged in the workplace.
The provided text is an advertisement for Sharma Solicitors, an employment law firm based in London. It outlines the services they offer to employees who feel they have been wronged by their employers.
Key Information about Sharma Solicitors:
Focus: Employment Law. They represent individuals who have suffered financial or emotional losses due to employer misconduct.
Services Offered:
Settlement agreements: These are legally binding contracts used to end employment relationships on mutually agreed terms, often involving a payment in exchange for the employee waiving their right to bring future claims against the employer.
Constructive dismissal: This occurs when an employee is forced to resign because of their employer's conduct, which is a fundamental breach of contract (e.g., significant changes to terms, bullying, non-payment of wages).
Discrimination:They handle cases related to discrimination based on:
Age
Disability
Sex
Religion
Redundancy: Advising on legal rights and procedures during redundancy processes.
Unfair dismissal: Representing employees who believe their dismissal was unjust or did not follow proper legal procedures.
Leadership: Paul Sharma is the head of the firm. He is a University College London law graduate with over eight years of post-qualification experience (Grade A solicitor) and is committed to helping wronged employees. All matters are handled by or under his close supervision.
Contact Information: They can be contacted at 0345 430 0145 or via their online contact form.
General Information on Employment Law and Workplace Harassment:
The text also touches upon broader principles of employment law:
Purpose of Employment Law: It governs the relationship between employers and employees, providing a framework for fair treatment and protection against various forms of discrimination and mistreatment.
Discrimination Protections: Laws protect individuals against discrimination based on characteristics such as gender, race, religion, age, sexual orientation, ethnicity, and disability (e.g., Americans with Disabilities Act in the US, similar protections in the UK under the Equality Act 2010).
Steps for Employees Facing Harassment/Discrimination:
Communicate: Initially, speak with the employer to address the issue, as some discriminatory actions might be unintentional.
Document: Keep a detailed record of every incident as proof.
Report & Request Action: Formally report the incident and request an investigation and remedial action against the perpetrator. Employers are legally obliged to investigate such reports promptly.
Scope of Discrimination Law: Employment discrimination law specifically prohibits actions based on protected characteristics like age, gender, color, disability, religion, race, sex, and union activity.
Illegal vs. Legal Practices:
Paying an employee less than an equivalent colleague based on a protected characteristic (e.g., race) is illegal.
Paying employees differently for performing different tasks, even if they have similar experience, is generally not illegal. However, if two employees with similar experience perform the same task but receive different pay due to a protected characteristic, it constitutes an illegal act (e.g., under the Equal Pay Act).
Disparate Impact: Laws also prohibit practices that, while seemingly neutral, have a disproportionately discriminatory effect on a protected class, even if there's no explicit intent to discriminate. An example given is a rule that disproportionately affects women who are more likely to be custodial parents.
