If you are reading this page, its likely that you have been searching for advice on employee rights or how to resolve a workplace dispute.

Do any of these scenarios resemble your problem?

  • I have been placed on suspension for one month and I don’t know what I’m being accused of. Is there anything I can do to find out what’s happening with my job?
  • I am being bullied by my supervisor, but I don’t know whether senior management will believe me. Should I raise a grievance?
  • I had to travel abroad to deal with a family emergency and when I returned to work, I was told my job has gone. Do I have any legal rights?
  • I have just been made redundant, but I feel that I was selected for redundancy because I am the oldest in the team. Can I challenge the decision?
  • Since returning from maternity leave, my manager informed me that because the person covering my role during maternity worked faster than me, they are now permanently assigned to my role and I will be given a different job. Can my employer do this?
  • I have a disability and because of this I work quite slowly, my employer has placed me on a performance improvement plan because of poor productivity. Is this discrimination?
  • The staff at my workplace are very friendly but they make a lot of sexual innuendo jokes, which I find embarrassing. Is there anything I can do about this?
  • We have been short staffed for a while and each time I ask to take holiday my employer keeps rejecting the request on the basis it’s not a good time to take the holiday. Can my employer refuse to let me take my holiday?
  • I enjoy my job but there is a complete clash of personality between me and my boss and its causing conflict between us which is taking a toll on my well being. How can I resolve this?

Did you find your problem in the list?

It’s likely that your present problem is not listed in the above examples, that’s to be expected, workplace disputes or concerns can arise for a variety of reasons, and your issue is likely to have factors attached to it that are unique to you.

There is a great deal of free information available online to assist you in understanding whether your dispute could be classed as a breach of your employment rights. Perhaps, you have already ploughed your way through this and concluded that some of your employment law rights have been breached. However, even after making this finding, knowing what’s best for you to do next?  Is a question you might be struggling with. This is understandable because what’s best for you, might not be a solution you can find in a blog or information sheet.

It’s more than likely that your best outcome will be influenced by factors which are extrinsic to the problem that has arisen at work. These may include;

  • your mental/emotional stability,
  • your finances,
  • your health,
  • reputational risks,
  • restrictive covenants,
  • you need a reference for future employment, or
  • family commitments.

Why choose Corinthian HR?

We recognise that each person has their own story to tell, and whilst similarities may arise between circumstances, no two stories are identical. This is why, when you use our HR services we will do our best to understand your experiences and recommend a solution that’s right for you.

Where others may have discarded your case because (a) you are unable to fund the case (b) the amount you may recover is very low or (c) the disputed issues are too unusual or complicated to evidence, this does not necessarily mean we will reject your case too. We love interesting and challenging cases and will take the time to understand your circumstances. We pride ourselves on being able to see the “bigger picture” and “think outside the box”. We will provide you with pragmatic and solutions focused advice and keep you informed of any risks associated with pursuing your legal rights.

What services can we offer?

When you initially contact us we will provide you with a “free one hour consultation”. Once your consultation is completed, if you would like to continue to receive our HR services, then subject to our availability we will offer our services on our usual terms of business. When you approach us for help, we will determine where you are in the process, and what services you may need. Typically, our services may include:

  • Advice on the potential outcomes of your employment dispute.
  • Guidance on how to prepare a grievance letter, appeal against a disciplinary sanction or challenge an unfair dismissal.
  • Advice on whether you have been discriminated against in relation to one or more of the following protected characteristics:
  • Provide you with advice about the risks and benefits of signing a Settlement or COT3 Agreement.
  • Preparation of a Tribunal Application “ET1
  • Assisting you with case management orders.
  • Providing you with representation at an Employment Tribunal.

How much will our services cost?

We offer three ways to fund your case:

  • Pay as you go.
  • No win no fee.
  • Fixed fees.

Pay as you go

Our hourly rate for providing HR services is £75.00 per hour.

No win, no fee

We offer No win, no fee arrangements through damages-based agreements. If you enter into this type of funding arrangement the maximum amount, we will recover from you is 30% of the sum we have helped you to recover.

Fixed fees

We categorise cases into three zones, red, amber and green.

Red

These are highly complex cases involving discrimination, whistle-blowing, detriment or a health and safety dismissal. We will charge a fixed fee of £6,000.00, for preparation of ET1, case management and representation at the Employment Tribunal (4 day hearing) anything above this is an additional £300 for each hearing day.

Amber

These are cases of medium complexity, for example unfair dismissal, unfair redundancy or TUPE dismissal and wrongful dismissal. We will charge a fixed fee of £4,000.00, for preparation of ET1, case management and representation at the Employment Tribunal (2 day hearing) anything above this is an additional £300 for each hearing day.

Green

These are disputes relating to unlawful deductions of wages and holiday pay. We will charge a fixed fee of £2,000.00, for preparation of ET1, case management and representation at the Employment Tribunal (1 day hearing) anything above this is an additional £300 for each hearing day.

Settlement Agreements and COT3 negotiations

You may have been approached by your employer with a proposed “exit package”, “settlement agreement“, or “COT3 agreement”, whichever of these agreed termination arrangements you choose to enter into, the end result will usually be the same, a trade off between your legal rights and a sum of money. This means that in exchange for you giving up your opportunity to seek justice before an Employment Tribunal your employer will pay you a sum of money, which is usually significantly less than the true value of your case.

However, in return for signing away your legal rights you are likely to resolve your disputed issues early and possibly be left with sufficient funds to cushion your financial commitments until you secure another job. There will usually be conditions attached to the sum, e.g. that you keep the terms of the agreement confidential.

If you choose an agreed termination as the solution to your employment problems we can assist you in negotiating the terms of the agreement to achieve the exit deal.

Our fee for providing settlement agreement/COT3 advice and support is £500.00. The employer will usually pay this in full or make a contribution towards the fee. If, your case is complicated our cost may increase but we will advise you at the outset what the cost is likely to be.

How do you get in contact with us?

If, you would like to contact Corinthian HR, please complete the “Contact Us” form and we will be in touch with you within 2 working days.

When we receive your form, we will arrange a convenient time to call you back (usually in the evening) to provide you with a free 1 hour telephone consultation.  During the consultation we will identify which of your employment rights may have been breached and give you an overview of the pros and cons of enforcing any of your employment rights.