Workplace justice, without the jargon.

Navigating employment law can be tricky for both businesses and individuals. For employers, staying compliant with ever-changing regulations is a constant challenge, and missteps can lead to costly disputes. For employees, understanding your rights and ensuring fair treatment is crucial. There are also instances in which an employment tribunal can deal with matters between a regulatory body and a regulated person. Examples are the General Medical Council and the Bar Standards Board, these are complex cases but we can handle them.

Expert Guidance in Employment Law

At Kofo David, we provide comprehensive and strategic legal services in all areas of employment law. We're dedicated to offering clear, practical advice that protects your interests, whether you're an employer seeking to build a strong workplace or an employee needing to understand your rights.

Protect Your Rights & Future

Your career is important, and you deserve fair treatment. We empower employees by providing expert guidance and strong advocacy when your workplace rights are at stake.

• Unfair Dismissal: Employers must follow a correct process before dismissing an employee or terminating their contract of employment. The reasons for dismissal must be given and they must be fair and reasonable.

• Whistle Blowing: This deals with situations in which an employee is subjected to detriment for exposing or trying to expose a suspected/actual wrongdoing, this is called whistleblowing. An employee has a right not to suffer any detriment for whistleblowing, but the way the employee goes about the whistleblowing must meet certain criteria.

• Workplace Discrimination: Addressing issues of discrimination based on any of the protected characteristics which are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

• Wrongful Termination: Assessing the legality of your dismissal and pursuing appropriate action if your rights were violated.

• Wage and Hour Disputes: Ensuring you receive fair compensation, including overtime pay and correct classification.

• Harassment and victimisation: Providing support and representation in cases of workplace harassment and victimisation.

• Severance Agreement Review: Advising on severance packages to ensure they are fair and protect your future interests.

• Redundancy Agreement Reviews: Part of the process of redundancy involves consultation with employees. There are different packages you may be entitled to, or can negotiate for yours colleagues and yourself. Some these are statutory packages and some are industry guided, we can help you to navigate both.

Build a Resilient Workplace

Running a business comes with responsibilities, especially to your team. We help you create a positive and compliant work environment, minimizing risk and fostering productivity.

Policy & Handbook Development: Crafting clear, legally sound policies that reflect your company culture and comply with current legislation.

• Workplace Investigations: Conducting thorough and impartial investigations into sensitive issues like harassment or discrimination.

• Compliance & Risk Management: Advising on federal and local employment laws, ensuring you meet all obligations and avoid potential litigation.

• Dispute Resolution: Representing your interests in claims related to wrongful termination, discrimination, wage disputes, and more.

• Contract Drafting: Preparing robust employment agreements, independent contractor agreements, and non-disclosure agreements.

• Employees have certain rights and employers have certain responsibilities. Some of these cannot be waved away by contract.

• To bring an unfair dismissal claim against an employer the employee has to have a period of 2 years employment with the employer.

• There are some situations which are deemed automatic unfair dismissal even if a claimant has not been employed for 2 years. Some of these include Whistleblowing, Discrimination, taking maternity leave, claiming a statutory right, reporting Health and Safety concerns and for union representative work.

• A claimant must bring an employment claim to the Employment Tribunal within 3 months less a day from the date of the conduct being complained about. There are some exemptions but it need specialist advice on how the facts apply to the case.

• The claimant has to go through the Acas mediation process before any claim can be brought. If it is a whistleblowing claim it can be brought within 7 days and does not require the Acas procedure.

• Most employment cases are resolved outside the tribunal. But this only happens if both parties are willing.

• Each case is fact sensitive so get proper legal advice as soon as you think there is a problem in the workplace. This applies regardless of if you are an employer or employee, it may be fatal to your case if you do not follow the right procedures at the right time.

Choose Kofo David?

We combine deep legal expertise with a practical, client-focused approach. We understand that employment matters are often sensitive and time-critical. Our goal is to provide clear communication, strategic solutions, and vigorous representation, helping you achieve the best possible outcome.

Because we represent both sides of the employment dispute process (employers and employees) we have a unique insight into the perspectives of both sides.

Whether you're proactively seeking to strengthen your employment practices or need assistance with a pressing workplace issue, we're here to help.

Contact us today for a confidential consultation.