"the outcome of my case was better than first expected. I came through the experience as a very happy client"
The employer has to show that a fair dismissal procedure was followed before dismissing an employee whose health prevents them from attending work or from doing their job. For more details please see our Briefing Note How your employer should handle sickness and ill health absences.
Possibly; much depends on the medical reasons and how long you have been away from work. Your employers should discuss with you the changes that you need to be made and the practical consequences of them. Your employer should try and accommodate changes if it means you can continue at or return to work.
If you are a disabled employee your employer has a statutory obligation to consider what if any reasonable adjustments it should make to your working arrangements to let you remain or return to work.
Your employment may be allowed to take into account the cost of making the change; if the cost is arguably too expensive, this may justify your employer from making the change.
Yes. We specialise in representing employees in the employment tribunal. We have an impressive track record of bringing claims for unfair dismissal and disability discrimination linked to ill health or injury.
For more details please see our Employment Tribunal Claims pages.
It depends. If you sign the settlement agreement this creates a legally binding agreement that prevents you from starting or continuing with any tribunal or court claim against your employer. Before signing you need to be independently and legally advised about the merits and value of the offer.
Settlement agreements are useful when an employee has been away from work on sick leave. For business reasons, an employer may make an offer to pay compensation in return for the employment coming to an end. In many cases this is a satisfactory way of dealing with an employee’s absence on sick leave, especially if long-term.
Your employer may well also want to avoid the risk of eventually ending up in the employment tribunal justifying the fairness of its decision to dismiss you.
The employment law solicitors at Quantrills specialise in advising employees about the merits of an offer to leave employment on agreed terms and your options to help you decide if the offer is one you should accept.
Full details about how we can help you with your settlement agreement are at Settlement Agreements.
Becoming our client is a straightforward process. However, before choosing Quantrills as your employment law solicitors you and us will want to be completely sure we are the right people to help you achieve your objectives. Having looked at our web site, if you like our approach and would like to discuss how we can help you, getting started is easy.
At Quantrills we are flexible in how we work with you and how we progress your case...
We welcome calls from our clients. Call us any time between 08.30AM to 5.30PM Monday to Friday to discuss your case. We will do our best to speak with you when you call, or if we can’t, you will get a call back as soon as possible.
01473 688 100Or request a call back
If it’s more convenient for you do come and see us. We do an excellent coffee. Whilst many of our clients don’t visit us, our offices are easy to find being just off junction 56 on the A14. Client meetings are by appointment and there is free car parking in front of our reception.Get Directions
We love emails; they help save time and avoid delays. Our case management system is set up to make the best use of them.Email us
Our web forms make it easy to give us the information we need from you. Our forms have a clever "save and return" feature so you can complete the form in more than one visit.View Forms