Employment Law

Part-Time Employees

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Part-Time Employees

The Law now provides express protection for part time workers. The regulations protect conventional employees and “workers”, which are a more broadly defined class. A worker becomes entitled to protection immediately when they start work – there is no minimum qualifying periods for entitlement to the rights conferred by the Part-time Workers Regulations.

A part-timer is entitled to protection against:-

  • Discrimination
  • Victimisation

Discrimination is defined to mean less favourable treatment in relation to specific issues including rates of pay, entitlement to sick pay and maternity pay, access to pensions and training opportunities, holidays and family leave, together with entitlement to fringe benefits or any other form of “detriment” which includes being chosen for dismissal/promotion etc. There are complex rules for establishing how to compare the entitlement of part-time staff against their full-time colleagues to establish whether detriment has occurred.

Victimisation occurs when any employer subjects an employee to detriment for invoking his rights, or has brought a claim or assisted another worker in a claim or complaint relating to discrimination.

A worker who feels that they have been subject to discrimination or victimisation may file a complaint with the Employment Tribunal. There are strict time limits and the claim must be filed within three months of the act complained of. The time limits can be extended in only exceptional circumstances.

Before filing a claim in the Tribunal an aggrieved employee may require their Employer to provide a written statement of reasons if they believe that they have been subjected to unlawful discrimination. Such requests for information or any replies need to be drafted with care since they are admissible in any subsequent proceedings.

If the matter proceeds to a Tribunal Hearing there are a range of remedies possible including that the Employer desist in any discriminatory practice and that the Employer pay such compensation as is fair, which will depend upon the degree of discrimination.

Employment Law- Fixed Fees

INITIAL FREE HALF HOUR APPOINTMENT

This includes:- Attending you for a preliminary appointment to see whether you have a case or can defend a case. Please note that this is for 30 minutes only and does not include advice in writing.


We are able to offer fixed fees to both claimants and respondents in relation to Employment Tribunal claims. Please contact us for specialist advice and further details.

Preliminary Advice

This includes:

Taking instructions (up to 1.5 hours)

Detailed advice letter

 

Fee £250

VAT @20%

TOTAL £300

Employment Tribunal Proceedings

Advising employee on an Acas Early Conciliation Notification (now an essential first step before lodging an employment claim)

 

Fee £200

VAT @20%

TOTAL £240

  

Preparation of a Claim Form ET1 on behalf of an employee

 

Fee £400

VAT @20%

TOTAL £480

  

Preparation of a Claimant's Schedule of Loss

 

Fee £200

VAT @20%

TOTAL £240

 

 Preparation of a Claimant's List of Documents

 

Fee £400

VAT @20%

TOTAL £480

 

Advising an employee in relation to a flexible working request

 

Fee £400

VAT @20%

TOTAL £480

 

 Preparation of contracts of employment and statutory terms and conditions

 

Fee £250 - £400

VAT @20%

TOTAL £300 - £480

  

Preparation of standard disciplinary and grievance procedures

 

Fee £400

VAT @20%

TOTAL £480

 

Drafting and preparation of Respondent’s Response ET3

 

Fee £400

VAT @20%

TOTAL £480

Preparation of Witness Statements

Fee £200 - £400

VAT @20%

TOTAL £240 - £480

Chris Kingham

Solicitor
CONTACT

Quintin Barry

Consultant Solicitor & Notary Public
CONTACT
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