Car accidents are a frequent occurrence on today’s busy roads. Accidents of this type can both stressful and time consuming to sort out so it’s important to appoint the right legal representive. We operate a No Win No Fee service and can arrange everything from replacement vehicle to compensation and rehabilitation.
Our job as your conveyancing solicitor is to oversee the legal process in either the sale or purchase of your property. Our experienced team of property solicitors will take the stress out of the transaction allowing you to concentrate on the more important things in like moving home.
Do you know where to turn in the event of accident at work? Your employer has a duty of care to provide you with a safe environment to work in. If you have been involved in an accident at work through no fault of your own, then our legal team are here to help. We can assess your work accident and advise you of both your rights as an employee and any compensation that you may be entitled to.
Being negelected over a medical concern or treatment can leave you feeling alone, we’re here to fight for your rights and compensation is something you can receive to help compensate for your treatments and concerns being miss handled
Has the property you occupy made you or someone in your household unwell? Damp properties can cause damage to your belongings but most off all can lead to serious health problems. Don’t delay contact our housing disrepair department today.
Have you been sold insurance alongside your credit card, accounts or mortgage? Claims Leeds can help you claim back your miss sold payment protect insurance, don’t delay contact our payment protection department today.
If you have been diagnosed with an industrial disease, or suffer with a condition that has been caused by your work, you may be eligible to claim compensation. Contact our Industrial Disease Department today
Slips, Trips & Falls
What starts out as a simple shopping trip can sometimes end up in a local accident and emergency department. Slip trip or fall accidents are one of the most common types of accidents and can lead to serious injuries such as back problems, paralysis, broken bones and head injuries. If you have slipped or tripped through no fault of your own, then contact us today to find our if you have a claim for compensation.
Are you looking for help and advice in relation to family law? We understand family law can be a sensitive and difficult area to negotiate. We have a wealth of experience in this area and in most cases will offer a free no obligation phone call.
Variation Of Contract Claims Leeds
In the current economic climate it may be very tempting for employers to consider varying terms of employment contracts. An employer may wish to vary the terms of a contract because of changed economic circumstances or due to a reorganisation of the business. Possible areas of change could include terms applying to rates of pay, hours or days worked, duties, supervisory relationships or place of work.
An employee may seek to vary the contract to bring about improvements in their pay or working conditions, for instance by requesting additional holidays, or to change to more appropriate working arrangements, e.g. requesting a change from full-time to part-time or vice versa. It is important to note that a contract of employment is binding to both parties so it is unlawful for one party to vary the terms and conditions in a contract without the agreement of the other.
An existing contract of employment can be varied only with the agreement of both parties. Changes may be agreed on an individual basis or through a collective agreement (i.e.: agreement between employer and employee or their representatives). An employer who is proposing to change an employee’s contract of employment should fully consult with that employee (or representative(s)) and explain and discuss any reasons for change.
Variations of contract can be agreed verbally or in writing although it is preferable for any agreed changes to be recorded in writing. If a variation of contract affects one or more of the terms and conditions required by law to be covered in the employee’s written statement of employment particulars, then the employee must be given written notification of this. The notification must be given as soon as possible, and at any rate no later than one month after the variation is made.
Employers may have to follow collective redundancy consultation procedures, even when no reduction of the workforce is planned, if they intend to impose new terms and conditions on a group of employees by terminating their existing contracts. If an employee finds a variation of contract unsatisfactory but continues to work under the new terms and conditions without making his or her objections known to the employer, he or she could after a time be deemed to have implicitly accepted it and it would then become incorporated into the contract.
If an employer imposes changes in contractual terms without the agreement of the employee, there will be a breach of contract. Where an imposed change involves a significant change to the contract, e.g. a reduction in pay or alteration of working hours, an employer may well be acting in fundamental breach of contract. Where there is a fundamental breach, the employee may treat the breach as bringing the contract to an end and leave the job. In such circumstances and subject to having the necessary qualifying service, the employee will have the opportunity to make a claim of constructive dismissal before an employment tribunal.
In coming to a decision the tribunal will take into account whether the employer acted reasonably in all the circumstances of the case.
Alternatively, the employee may continue to work within the varied contract but under protest, making it clear that he or she does not accept the terms and is treating the change as a breach of contract and dismissal from the original contract. In these circumstances the employee will retain the right to seek damages from the employer for a breach of contract and/or a declaration from the courts that the employer must abide by the original terms. Subject to having the necessary qualifying service, the employee may also have the opportunity to make a claim for unfair dismissal before a tribunal. Whether or not the breach is a fundamental one, the employee may sue for damages for breach of contract in the civil courts; or if the employment has terminated, the claim can be made to an employment tribunal, which can award damages limited to a maximum of £25,000.
If the employer wishes to vary the terms and conditions of employment and the employee, having been consulted, objects to the variation, then the employer may decide to terminate the contract by dismissing the employee. As usual in the event of dismissal, the appropriate statutory or contractual notice (or pay in lieu of notice) would have to be given and any other contractual obligations relating to the termination of employment would have to be fulfilled. Under the law the termination will be regarded as a dismissal and it will be open to all eligible employees to claim unfair dismissal before an employment tribunal – whether they refuse to accept the new contract and leave, or are dismissed under the old contract and re-engaged.
No Win No Fee
No Win No Fee arrangements (or Conditional Fee Arrangements; CFAs) ensure that if you do not win your accident claim, you do not have to pay your solicitor a fee. Insurance will cover you against the other side’s costs and expenses. If you win your no win no fee claim, you should receive your compensation free of any deductions, as your solicitor’s costs should be paid by the other side.
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Have you been the victim of medical negligence? Then you may be entitled to compensation.