Personal Injury

When a client was identified for redundancy we worked together to boost her settlement figure. Our client had been employed by an international company for many years but had raised a grievance about an incident at a work event. In following rounds of redundancy, she was identified for redundancy and offered a settlement figure which she did not accept.

In the end her settlement agreement negotiations were successful, the offer was increased and this was a significant achievement,” said Susan Mayall. What this case shows is that whilst settlement negotiations can be done directly between the employer and employee, the guidance of an employment lawyer can significantly improve your case as they understand the intricacies of these types of cases.

Age and Disability Discrimination In this case, the settlement figure was based on age and disability discrimination, as per the Equality Act 2010. Client Feedback Our client wanted to express her relief at the settlement and that she was able to put this case behind her and had this to say: “Susan was candid and empathetic from our first interaction.

Acknowledging my years of industry experience and understanding of employment laws, Susan was willing to collaborate with me to keep costs down, she applied the law and common sense! Susan also recognised that I had awareness of the shortcomings and skills gaps in my organisation, allowing us to optimise our strategy and tailor our approach for the best outcome. Our client continued: “Susan's successful representation of numerous employees in similar situations allowed her to apply valuable insights to my case, saving time and money while also improving the likelihood of a favourable settlement.

Susan remained unfazed by the magnitude of the issues or the length of time it took to reach a settlement agreement.