Solicitors in Croydon (Surrey)
Unit 2, Ground Floor
Christopher Wren Yard
119 High Street
Our clients include small and medium size enterprises, human resource professionals in larger organisations as well as individuals.
Our solicitors conduct employment law training sessions and we produce and sell our own employment law training programmes in multimedia and e-learning formats to organisations of all sizes in the private and public sectors. Sample client list.
Before coming into the law, both founding partners Neill Thomas and Jonathan Mansfield had previous commercial experience. Having spent all their legal careers specialising in employment law with large legal practices, they identified the need for a niche employment law firm providing a professional and competitively priced service delivered personally by experienced solicitors who understand their clients business.
Specialising in one area enables the firm to stay ahead in the ever changing world of employment law, providing a mixture of pro-active/best practice and commercial advice to clients.
24 hour telephone advice line;
Legal expenses/tribunal compensation insurance;
We conduct an audit of your existing employment procedures and provide documentation to ensure legal compliance and good practice. We also take the time to understand your business and rectify any issues.
Follow our advice and the insurance policy will cover both your legal fees and tribunal compensation to specified limits (terms and conditions apply) in the event of a claim.
We dedicate an experienced employment law solicitor to your business so you receive continuity of service. We provide a combination of good practice and commercial advice to enable you to make informed decisions concerning your business.
In addition to our all inclusive Lawyers4Work scheme, we provide ongoing telephone advice to both national and local employer clients of all sizes throughout the United Kingdom .
Experienced employment law solicitors
Good practice and commercial advice
Knowledge of your business
These courses are run at our offices in Croydon and London (City and Docklands) but we also undertake training at our client's premises.
Our standard courses may be easily customized to suit your organisation's particular requirements.
We provide regular employment law training to the Chartered Institute of Personnel Development at branch level.
How to carry out a disciplinary and dismissal,
How to conduct a grievance,
How to control short term absences,
How to deal with long term absence,
How to carry out a redundancy,
How to reduce discrimination,
How to understand TUPE and
How to implement an equal opportunities policy.
Employers owe their employees a duty to take care of their health and safety. Health and safety legislation specifies the steps employers must take to comply with their duty. This involves adopting a policy, undertaking risk assessments and taking such measures as considered necessary to reduce risks. This process can be time consuming and complicated but it is no excuse to ignore problems for these reasons.
We can help!
Our consultants are all qualified health and safety practitioners with years of practical experience. They advise all types and sizes of business. We can provide a complete solution or you can select one aspect to suit the needs of your particular organisation.
ThomasMansfield LLP are a leading nationwide firm of solicitors specialising in employment law. We offer advice on all aspects of employment law including unfair dismissal, discriminaion, bullying and harassment, compromise or termination agreements, redundancy and whistle-blowing. Concentrating on one area of the law enables us to stay ahead. We are happy to provide some initial guidance prior to making an appointment, nwhich can either be in person or by teleconference between Monday to Friday from 08:00 to 18:00. Call now: 0845 601 7756.
Many organisations make enhanced redundancy payments in accordance with a non-contractual discretionary redundancy policy. The policy is never published but payments are repeatedly made every time a round of redundancies are announced. The payments are usually calculated in accordance with the lenght of service and multiplied by a number of weeks or half weeks. A problem could arise for the organisation if the company simply continues to make the enhanced payments without first considering the discretion because the policy could become a term of employment through custom and practice. The same principle applies to bonus payments under a non contractual discretionary bonus scheme. Unless employers exercise discretion before each payment, disputes can arise if a payment is not made or a payment is made but at a lower rate than anticipated. This frequently happens at the termination of employment. The risk for the employer is that if an employee made a successful claim in relation to the right to receive the payment, this would open the floodgates for all other employees who might be in line for a payment. In addition, any bcontractual right to an enhanced redundancy payment or bonus would be difficult to withdraw without the consent of the employee.
ThomasMansfield LLP specialise in providing employment law advice. We can also provide advice on health & safety matters.
All our solicitors are members of the Employment Lawyers Association. We are governed by the Solicitors Regulation Authority.
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