Employment Group Actions For Individuals
Employment Group Actions often involve mass redundancies and or ‘TUPE’, the Transfer of Undertakings (Protection of Employment) Regulations 2006. However, they can also involve unpaid wages or group grievances.
In addition to our specialist legal knowledge in this area, we have extensive experience in managing complexities around funding, cost-sharing and the dynamics of employment-related multi-party disputes and legal actions.
Can I Make an Employment Group Action Claim?
Common claims may include claims for redundancy payments, unfair dismissal, unpaid wages, bonuses or other unpaid remuneration, discrimination and failure to inform and consult (in relation to mass redundancies or a business transfer or reorganisation).
Collective disputes can be highly complex and require a thoughtful and bespoke approach. Our Employment Group Action solicitors provide clear and straightforward advice and we are experienced in managing the dynamics of a group action efficiently and effectively.
We have a proven track record and we are focused on achieving effective and affordable results.
There is strength and safety in numbers. As well as ensuring efficiency and cost effectiveness, acting as a Group or Class of employees in legal proceedings is powerful because the combined value of claims can be extremely high – employers cannot ignore Group Actions.
How Much Does it Cost to Bring a Group Claim?
The advantage of a group claim is that proceedings can be efficiently managed and costs can be shared amongst members of a group, particularly where the group uses one lawyer and has agreed shared objectives
Our Employment Group Action solicitors are experienced in managing cost sharing arrangements. We will set out the costs clearly at the outset and explain how costs can be minimised throughout.
We are also experienced in dealing with insurance companies in connection with costs assistance.
- Acting for a group of part-time cabin crew employees in a claim of indirect sex discrimination;
- Acting for a group of over 40 employees in complex proceedings for unpaid wages, notice monies, unfair dismissal and protective awards for failure to consult (over a period of 4 years) arising out of a business transfer following insolvency;
- Acting for a major manufacturer and two other employers in relation to a multi-party claim in the context of TUPE and collective redundancies;
- Representing a group of airline employees in a collective grievance following a transfer of employment;
- Acting for various clients (including an airline and a retail client) in relation to claims in connection with TUPE (the Transfer of Undertakings (Protection of Employment) Regulations 2006).