Top 10 Tips For Choosing An Employment Lawyer
Many contacts have told me about how their cases have been mishandled by lawyers who dabble in employment law.
Whether you’re bringing or defending an unfair dismissal claim, pursuing or defending a discrimination case or negotiating a Compromise Agreement, it’s important to choose:
- An employment law specialist – employment law is complicated and changes frequently. Finding an employment law specialist ensures that your case will be handled by someone who really understands the issues you are facing so they can provide the best solution.
- A solicitor whose number of years in the profession suits the complexity of your case or problem. Ask if they have conducted a similar case in the recent past so that you can be confident that they have the relevant experience.
- A professional – strict standards of client care apply to solicitors’ firms and they are regulated by the Solicitors Regulation Authority. A solicitor’s record and number of years experience may be checked on the Law Society website.
- A lawyer who works both for employers and employees, as they will have a balanced view of the strengths and weaknesses of your claim and a good insight into the strategy of your opponent.
- A lawyer who is happy to have a free initial discussion with you. They should be able to explain the law in plain English and without using legal jargon – it’s important for you to be able to fully understand your rights and responsibilities.
- A lawyer who gives you a lot of information about your funding options. These should include legal help and legal expenses as well as possible fixed fees or pay as you go.
- A lawyer with a large amount of experience of presenting and defending claims in Employment Tribunals. At martin searle solicitors we settle the majority of our cases but we do take and defend over 50 cases every year in the tribunals. This experience provides us with in-depth knowledge as to how the judges deal with all types of employment cases.
- A firm with a transparent fee structure. This should be set out to you in writing at the initial interview. Make sure you have a clear understanding of how much you are likely to be charged.
- A firm which puts all their advice in writing as part of the initial assessment. This is important as employment law is very technical. A written advice letter helps you prepare for internal grievances, disciplinary meetings and/or tribunal as it will highlight the strengths and weaknesses of your claim or defence.
- A firm with Lexcel or ISO 9001 accreditation. This accreditation is only awarded to solicitors who meet the highest management and client care standards.
- Bad advice can be worse than no advice whatsoever, so it’s important to choose the right employment lawyer to advise you on your rights and obligations.