Specialist Employment Law Solicitors Founded in 2006
Why compromise on anything less?
A fresh approach to legal services - based on understanding your needs, being straight with you and giving down to earth advice. We give practical, commercial support.
Jill Kelly, Director, is a specialist employment law Solicitor who has over 20 years experience advising businesses and individuals with employment law challenges.
Specialists in settlement agreements
We are specialists in advising employees on termination packages and settlement agreements and can advise on settlement agreements on a fixed fee basis and invoice the employer direct for their fee contribution. For Services for Individuals click here. For information about settlement agreements, click here.
We also advise employers on employee terminations, appropriate packages, settlement agreements, defence of Employment Tribunal claims and all employment law issues. For Services for Businesses click here.
Testimonials
Specialist Employment Law Solicitors
Jill Kelly is again recommended in the new Chambers Legal Directory 2022 as a leading employment law solicitor which says:
Jill Kelly has a broad employment practice that encompasses both contentious and non-contentious matters. She regularly guides her clients through TUPE issues and advises on redundancy processes and subject access requests for personal data. She also has experience dealing with allegations of discrimination and unfair dismissal.
"She is excellent - quick to assess a situation and provide advice, and a very tough negotiator when required." "Jill Kelly is knowledgeable and has good understanding of our business, offering commercial advice which is practical for the business."
More about Jill Kelly
Why compromise on anything less?
We are all about quality not quantity. You will not be passed to a more junior and inexperienced solicitor. We are unique in offering the 20 years plus expertise and experience of Director Employment Solicitor, Jill Kelly, to ALL our clients in Oxford, Didcot, Abingdon, Newbury and elsewhere.
We are fully authorised and regulated by the Solicitors Regulation Authority with professional indemnity insurance cover. Employment Law Plus. Specialist employment law solicitors.
Regulation
Solicitors based in Abingdon, Oxford, near Didcot and Newbury, we give advice by video conference, phone and email or, for meetings, we are easily accessible from Oxford, Reading, Abingdon, Newbury, Swindon, Didcot and Banbury. We can advise on settlement agreements by email. Specialist employment law solicitor.
Events coming up
Sorry you missed our recent webinars. Employers can contact us for a link to the recording:
For more on these events, complete our online form here.
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News
Coronavirus
See ACAS Guide for employers and employees here.
See NHS guidance here.
See Public Health England guidance here.
See government guidance for employers and businesses on coronavirus here.
See government guidance support for businesses here and here.
See government guidance on coronavirus job retention scheme click here.
See government guidance on apprenticeships here
See government guidance for employees here.
See guidance for users of courts and tribunals here.
For our November 2020 Employer's COVID checklist, click here.
For our February 2021 article: Can employers penalise workers for refusing to have a Covid vaccination? click here.
Contact us for advice on employee relations issues arising from the crisis.
Click here for Guidance from the CIPD on vaccinations and the workplace and here for Government guidance. You can see our news item on this here.
The Government is no longer providing specific guidance on going to work in light of COVID.
For Government guidance on workplace COVID testing click here. And do not forget the data protection implications. The ICO has published guidance on this here. There is also ICO guidance on vaccination and COVID status checks here.
The Government withdrew this guidance in February 2022.
The Health Protection (Coronavirus, Restrictions) (Self-Isolation) (England) Regulations 2020 came in on 28 September 2020 and were revoke in February 2022.
They previously required an employer who knew a worker has tested positive (or lives with someone who has tested positive) to stop the worker from working (unless they can work from home). The rules were amended in July 2021 to allow workers to attend the workplace if they have been double vaccinated and in some other circumstances.
The Government's industry specific health and safety guidance for employers now apply to all respiratory tract infections, not just COVID here.
Changes to statutory sick pay introduced because of COVID ended in March 2022. The temporary measures were that those having to self-isolate got paid SSP for the first three qualifying or "waiting" days (The Statutory Sick Pay (Coronavirus) (Suspension of Waiting Days and General Amendment) Regulations 2020). SSP has reverted to payments from the fourth qualifying day of absence.
The funding which was available to employers with fewer than 250 employees for two weeks’ SSP per eligible employee also ended in March 2022.
On 27 March 2020, the government brought in new rules about the carry forward of holiday into the next holiday year because of coronavirus. Workers became able to carry forward holiday entitlement from their basic 4 week holiday entitlement if they could not take it because of the effects of coronavirus. The holiday can be carried forward for up to two leave years. This does not apply to the additional 8 days paid holiday entitlement which employees usually take on statutory holidays, nor to any additional contractual holiday entitlement.
The Regulations say that these new provisions apply where it was not reasonably practicable for a worker to take some or all of their 4 week holiday entitlement as a result of the effects of coronavirus, including on the worker, the employer or the wider economy or society. The government described these measures as giving employers flexibility to allow workers to carry over leave at a time when granting annual leave could leave them short-staffed and so that work can continue in the national effort against the coronavirus. See here.
The Government issued guidance on holiday and holiday pay issues during the coronavirus crisis. You an find the guidance here. This guidance is not legally binding and it will be up to Employment Tribunals to apply the law to the current circumstances if claims relating to holiday are brought.
WFH arrangements are an obvious way to mitigate covid-19 risks where they are possible. But don't forget about WFH implications: Does the employee have appropriate arrangements for keeping Company information secure and confidential at home? There are health and safety implications. What are the rules on using company property at home? What are the supervision arrangements? For guidance on home working from the National Cyber Security Centre click here.
Employment Law Plus
Settlement agreements and compromise agreements, grievances, age discrimination, employment tribunal claims and defences, disciplinaries, redundancy, unfair dismissal, maternity rights, race discrimination, employment contracts, victimisation, disability discrimination and adjustments, transfers of undertakings, sex discrimination, policies and procedures, sexual orientation discrimination, pay problems, working time and holiday entitlements, equal pay, restrictive covenants, Equality Act... Employment solicitors Abingdon. Employment solicitor Didcot. Employment law solicitor Oxford and Oxfordshire.
Employment Law Plus (UK) Limited, trading as Employment Law Plus, is registered in England and Wales under company number 07406653 at Stepstone House, Old Moor, Milton, Abingdon, Oxfordshire, OX14 4ED. Director: Jill Kelly. Authorised and regulated by the Solicitors Regulation Authority number 551415. Employment solicitors Abingdon. Employment solicitor Didcot. Employment law solicitor Oxford and Oxfordshire. Disability discrimination, sex discrimination, unfair dismissal, compromise agreement, settlement agreements
