“Pip was our contact at Royds Withy King. She was able to answer any questions that we had and provide us with all the options and guidance we needed to make decisions. She was always easy to contact and quick to give us the information we requested. Everything was explained to us clearly in a “language” we could understand and in a friendly manner. Pip delivered what we needed and we had confidence in her ability to do the best she could for our organisation. The fee structure and “best value” options were clearly explained. Thank you for your assistance.”Royds Withy King client
Whether as a result of protected conversations, disciplinary or capability processes, grievances or tribunal proceedings, as an employer you may find yourself engaged in ‘negotiations to settle’ with current or former employees. Employees may allege that they have suffered an “injury to feelings” as a result of what they see as unlawful treatment, and settlement monies may be apportioned between financial losses, legal fees, and pre- and post-termination injury to feelings, to take advantage of the tax rules.Read more..
Employment relationships are ever changing. Stress at work claims are on the rise. Employers have a legal duty to protect employees’ health, safety and wellbeing. But supporting those with mental health conditions that you cannot see or do not fully understand can be difficult.Read more..
Our client was a director being made redundant who wanted to get everything done as quickly as possible. After reviewing the settlement agreement we successfully negotiated a number of key changes as follows:Read more..