Employment Law.
For Bury St Edmunds.

Our offices are in Rugeley and Dewsbury. We support clients in Bury St Edmunds, Suffolk, by phone, email and video call. If an in-person appointment is needed, we will discuss the arrangements with you.

Yes. Our employment law team supports clients in Bury St Edmunds and surrounding communities including Moreton Hall, Hardwick, Rougham, Fornham. Explain where your matter is based and whether you would prefer a phone, email or video discussion. We will confirm the relevant team and scope before you decide to instruct us.

Start with your employment documents, relevant correspondence, a timeline of events and any deadlines. Explain your role in the matter and the decision you need to make. We will confirm any further information needed for your circumstances.

Contact us with a short outline of your Bury St Edmunds matter. We will explain the proposed scope and likely costs, including any fixed-fee option that is available, before you decide whether to proceed.

If you believe you're experiencing discrimination at work, it's important to act quickly. First, document all incidents with dates, times, and witnesses. Consider raising the issue informally with your manager or HR department. If this doesn't resolve the matter, you may need to file a formal grievance or consider legal action. Employment tribunals have strict time limits (usually 3 months from the discriminatory act), so seeking legal advice promptly is crucial. We can help you understand your rights, gather evidence, and pursue the most appropriate course of action.

Generally, your employer cannot unilaterally change your contract terms without your agreement. However, there are some exceptions, such as when the change is necessary for business reasons and is reasonable. If your employer proposes changes, they should consult with you and obtain your written consent. If you don't agree to the changes, your employer may need to terminate your existing contract and offer you a new one, which could constitute a dismissal. We can help you understand your rights and negotiate the best outcome.

Unfair dismissal occurs when an employee is dismissed without a fair reason or without following proper procedures. Fair reasons include conduct, capability, redundancy, statutory restriction, or 'some other substantial reason.' Even with a fair reason, the dismissal must be procedurally fair, involving proper investigation, consultation, and appeal processes. If you've been dismissed and believe it was unfair, you may have a claim for unfair dismissal. We can assess your case and help you pursue compensation or reinstatement.

The notice period you must give depends on your contract terms and length of service. If your contract specifies a notice period, you must give at least that amount. If not, the statutory minimum notice periods apply: one week if you've worked for your employer for between one month and two years, plus one week for each complete year of service up to a maximum of 12 weeks. However, you can agree a longer notice period with your employer. It's important to check your contract and give proper notice to avoid breaching your employment terms.

If you're facing redundancy, you have several important rights. Your employer must consult with you about the redundancy, explain why it's necessary, and consider alternatives such as redeployment. You're entitled to a statutory redundancy payment if you've worked for your employer for at least two years. The amount depends on your age, length of service, and weekly pay. You also have the right to appeal against the redundancy decision and to be accompanied to meetings. If the redundancy process is unfair, you may have a claim for unfair dismissal. We can help you understand your rights and ensure your employer follows proper procedures.