Yes. A solicitor can review your proposed contract and explain important provisions relating to salary, benefits, working hours, notice, probation, confidentiality, intellectual property and restrictions that may apply after your employment ends.

Yes. Senior employees may have complex arrangements involving bonuses, commission, share incentives, benefits, notice periods and restrictive covenants. Specialist advice can help ensure these matters are properly addressed when negotiating an exit.

Yes. An investigation does not necessarily mean that disciplinary action will follow. However, obtaining advice at an early stage can help you understand the process and protect your position while the investigation is taking place.

Yes. Employment law applies across different sectors. A solicitor can advise employees and employers in academic, research, technology, professional services and other workplaces on contracts, disputes, performance issues, discrimination, settlement agreements and other employment matters.

Often, an employer offering a settlement agreement will agree to contribute towards the employee’s independent legal fees. The amount available should be checked in the proposed agreement before you instruct a solicitor.

Yes. Employment law advice can be provided remotely by telephone or video call, making it possible to discuss your situation with a solicitor without necessarily attending an office in person.

Do not ignore the deadline, but you should also avoid signing important documents without understanding them. Contact an employment solicitor as soon as possible so that the relevant documents can be reviewed and you can understand your options.