EMPLOYMENT
Over 10 years in Employment law
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Over 22 years in Immigration law
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Over 10 years in Family law
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5* Rated lawyer
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Over 10 years in Employment law 〰️ Over 22 years in Immigration law 〰️ Over 10 years in Family law 〰️ 5* Rated lawyer 〰️
EMPLOYEE EMPLOYER RELATIONS
Employment Tribunal Claims
At Piya Legal, we offer expert legal representation for Employment Tribunal claims, settlement negotiations, and employer risk management. Contact us for advice on employment disputes.
Employer-Employee Relations
A strong working relationship between employers and employees is crucial for productivity and workplace harmony. Clear policies, transparent communication, and fair treatment help prevent disputes and improve morale.
Grievances & Disciplinary Procedures
Employers should have a clear grievance and disciplinary policy in place. Employees must follow internal procedures before taking legal action. Fair investigations and hearings are essential to ensure just outcomes.
Grievance procedures allow employees to formally raise concerns about workplace issues, such as unfair treatment or breaches of contract. Employers must ensure grievance hearings are impartial and documented. Disciplinary procedures must be fair and proportionate, following the ACAS Code of Practice. Failure to follow a proper process can result in claims for unfair dismissal or constructive dismissal.
A positive and legally compliant working relationship benefits both employers and employees. Employers should ensure that contracts, policies, and workplace culture promote mutual respect and fairness. Employees should understand their rights and responsibilities, including adherence to workplace rules and reporting any concerns through the proper channels. Disputes should be resolved through internal procedures where possible, to maintain a productive work environment.
Unfair Dismissal & Redundancy
Employees with over two years of service have protection against unfair dismissal. Redundancy must follow a fair process, including consultation and selection criteria. Unfair dismissals can lead to employment tribunal claims.
Unfair dismissal occurs when an employee is dismissed without a valid reason or without following a fair procedure. Employees with two or more years of service have the right to challenge their dismissal at an employment tribunal. Redundancy, on the other hand, must be a genuine business necessity, with a transparent consultation process and fair selection criteria. Employers must also consider alternative roles where possible before making redundancies.
Restructure & TUPE Issues
Company restructuring must comply with redundancy and employment laws. Under TUPE (Transfer of Undertakings Protection of Employment), employees' rights are safeguarded when a business changes ownership.
Business restructuring, whether due to economic reasons or operational changes, must be handled in compliance with employment law. This includes fair consultation, consideration of redeployment, and ensuring that redundancies are lawful. Under TUPE (Transfer of Undertakings Protection of Employment), employees’ existing terms and conditions must be maintained when a business or service is transferred to a new employer. Failure to comply with TUPE obligations can result in significant claims.
Discrimination: Sex, Race, Belief & Maternity
Employers must ensure no discrimination occurs based on sex, race, religion, or maternity status. Discrimination can lead to claims under the Equality Act 2010, resulting in compensation claims and reputational damage.
Workplace discrimination can be direct (where an individual is treated unfairly because of a protected characteristic) or indirect (where policies disadvantage certain groups). Employers must ensure equal opportunities and avoid bias in hiring, promotions, pay, and workplace policies. Pregnant employees and those on maternity leave have additional protections, including protection from dismissal and the right to return to their role or an equivalent position.
Settlements, Contracts & Policies
Settlement agreements can resolve disputes without litigation. Employment contracts should clearly outline terms and conditions, while workplace policies must comply with employment laws to prevent disputes.
Settlement agreements are legally binding contracts that resolve disputes between employers and employees, often involving compensation in exchange for waiving legal claims. Employment contracts must be clear, outlining job roles, pay, benefits, notice periods, and restrictive covenants. Company policies should be regularly reviewed to ensure compliance with employment laws and to prevent disputes.
Disability Discrimination
Employers must make reasonable adjustments for disabled employees and ensure they are not treated unfairly due to their condition. Failure to do so can lead to serious legal consequences.
Employers have a legal duty to make reasonable adjustments for disabled employees, which may include flexible working arrangements, adapted workspaces, or additional support. Discrimination can occur if an employer fails to make adjustments, treats an employee unfavourably because of their disability, or applies policies that disadvantage disabled individuals. Employees who believe they have been discriminated against may bring claims under the Equality Act 2010
Bullying, Harassment & Victimisation
A safe working environment is a legal requirement. Bullying, harassment, and victimisation can lead to claims if employers fail to take preventive action or address complaints properly.
Bullying and harassment can take many forms, including verbal abuse, exclusion, or inappropriate behaviour. Harassment is unlawful if it is related to a protected characteristic, such as race, sex, or disability. Victimisation occurs when an employee is treated unfairly for raising a complaint or supporting someone who has. Employers must have clear policies in place, provide training, and take all complaints seriously to prevent legal liability.
Breach of Contract & Deduction of Pay
Employers must adhere to contractual obligations, including wages and benefits. Unlawful deductions from wages can lead to tribunal claims. Employees should review contracts to understand their rights.
A breach of contract occurs when an employer or employee fails to meet their contractual obligations. Common breaches include failing to provide agreed benefits, reducing pay without consent, or wrongful dismissal. Employees have the right to claim unlawful deduction of wages if their pay is reduced without a contractual or statutory basis. Employers should review contracts carefully and seek legal advice before making any contractual changes.
Whistleblowing
Employees who report wrongdoing in the workplace are legally protected from retaliation under whistleblowing laws. Employers must ensure complaints are handled fairly and in line with the law.
Employees who report wrongdoing—such as financial misconduct, health and safety violations, or unlawful activity—are protected under whistleblowing laws. Protection applies even if the wrongdoing is only suspected, as long as the report is made in good faith. Employers must ensure whistleblowers are not dismissed, demoted, or otherwise treated unfairly, as such retaliation can result in tribunal claims and reputational damage.
Senior Exits
Senior employees often have complex exit negotiations. Employers should ensure confidentiality, restrictive covenants, and fair compensation in line with contract terms.
For tailored legal advice, Piya Legal can assist employers and employees in all aspects of employment law.
When senior employees leave an organisation, issues such as confidentiality, intellectual property, and restrictive covenants must be carefully managed. Exit negotiations often involve settlement agreements, particularly if disputes or redundancies are involved. Employers should ensure a smooth transition while protecting business interests, and departing employees should seek legal advice to negotiate the best possible terms.
“It does not matter how slowly you go so long as you do not stop”
Why Choose Piya Legal for Employment Law Advice?
Employment issues can be complex, stressful, and time-sensitive. Whether you're an employer needing guidance on workplace policies or an employee facing unfair treatment, Piya Legal provides expert, practical, and results-driven advice.
✅ Expertise You Can Trust – With in-depth knowledge of UK employment law, we handle everything from unfair dismissal and redundancy to discrimination and contractual disputes.
✅ Tailored Solutions – Every case is unique. We take the time to understand your situation and provide clear, strategic legal advice to protect your rights and interests.
✅ Strong Representation – Whether it's negotiating settlements, handling tribunal claims, or advising on senior exits, we fight for the best possible outcome for you.
✅ Employer & Employee Support – We assist both employers and employees, ensuring compliance, fairness, and legal protection in the workplace.
✅ Transparent & Practical Advice – No jargon, no hidden fees—just straightforward, effective legal support to help you move forward with confidence.
Contact Piya Legal today for a confidential consultation and take the first step toward resolving your workplace issue. Your rights matter, and we’re here to protect them.
Advocating in Immigration Employment & Family law with a passion since 2003.
The founder of Piya Legal, Piya Mayenin joined as a consultant in Taylor Rose five years ago. Taylor Rose is a Top 75 law firm in the United Kingdom with its headquarter in Peterborough with branches all around the country, and it has over 1000 experts.
A leading lawyer in her areas , Piya works with a passion to achieve the goals of the client successfully.
With over 22 years of experience, as a paralegal and then a qualified solicitor, Piya has the insight, experience , expertise and the maturity to handle your matter safely and successfully, whatever your concern or cause may be.
Piya Mayenin, founder Piya Legal & consultant solicitor at Taylor Rose.
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