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Watford Solicitor offering Legal Advice for Employees/individuals

At Moore Solicitors we have specialist dedicated solicitors providing advice and representation for workers/employees who have been unfairly dismissed and/or discriminated against.  If you have been dismissed or harassed at work; have a grievance or pay issues that remain unresolved; we can assist and provide Free initial advice on the telephone.

We can advise and represent in all types of claims including:

  • Unfair dismissal
  • Redundancy
  • Disability Discrimination
  • Racial discrimination
  • Sex Discrimination
  • Discrimination on the grounds of Religion or Belief
  • Discrimination on the grounds of sexual orientation
  • Age Discrimination
  • Religious Discrimination
  • Harassment
  • Breach of contract matters
  • Part time and fixed time workers rights
  • Written terms and conditions of employment
  • Disciplinary and grievance matters
  • Transferring to a new employer – TUPE regulations
  • Flexible working, including maternity/paternity/adoptive/parental leave
  • Settlement Agreements
  • Unlawful deduction of wages


Self-help guidance


‘Drafting a Grievance – how do you draft a grievance and process it?

A grievance is when you have an issue at work that you need resolved.  Employers should have their own grievance procedure and you should follow their process.  You may also wish to consider ACAS’s grievance procedure, www.acas.org.uk .

Main points to consider when drafting a grievance:

  • What outcome do you want?
  • Is that outcome possible and reasonable, given the circumstances?
  • What has occurred? Try to write the events in date order; keep the story brief but cover the important details, such as date, time, who was present, and what was said and done; also include how it made you feel
  • Consider who you could take to the grievance hearing. Your right to a companion is either a workplace colleague or a union representative.’

‘Faced with a Disciplinary Hearing?  What to consider?

  • Consider drafting a statement for your disciplinary meeting, so that you remember to cover all the points that you want to say at that meeting. The statement is for your use and you do not need to give it to the Employer, but you could.
  • Ensure the statement covers your response to each allegation raised and any additional points, including (if appropriate) mitigation; if you want help with drafting a statement.

Consider what outcome may be imposed on you and respond to whether the severity is appropriate given the circumstances

Call us for some free advice on 01923 238 427 or call Harsha on  07930 968 788