We help Workers cheated by their Employers
over Pay and Holidays
- Casual Worker?
- Part Timer?
- Zero Hours?
- Temporary?
- Self Employed?
- Contractor?
- This website is for you
Are you a Refugees and Migrant Worker with the right to work?
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Our Focus; The Two Big Rip-offs
Wages
Are you working for more hours than you are paid for?
Is your hourly rate below National Minimum Wage?
Holiday Pay
Your employer does not pay for holidays?
You get less than 28 days paid leave a year?
The 4 main Employment Tribunal Claims for Unpaid
Wages and Holiday Pay
The 4 claims set out below are the bulk of our caseload. Your claim may be simple: just for the last
week’s wages. But if you can add any – or all! – of the other claims, it increases the value of the
claim and puts more pressure on the employer to settle. Further information on all these claims and
how to calculate them is set out in later sections.
National Minimum Wage Claim
Whatever you have signed or agreed to, you cannot be paid less than the minimum wage. Agreement to work for less are void so you can claim for all the hours you have worked…
Failure to provide written contract
This is called a statement of terms and conditions of employment and not giving you a written statement is worth 2 or 4 weeks pay in compensation…
Failure to allow inspection of pay records
You have a right to inspect, examine and copy your pay records. If your employer doesn’t allow this within 14 days of a request, they must pay you 80times the National Minimum Wage…
Holiday Pay
You’re entitled to 28 days paid holiday a . For example, 3months work entitles you to a quarter (7days) pay …
Here’s What You Get With Us For Free
- We advise workers and employees on whether they have a claim that they can enforce in law, through the Employment Tribunal, for unpiad wages for holiday pay and related claims
- We provide advise and assitance on the various stages of the claim as it proceed; cases can take up to a year
If you need more help; We offer Representation for a Fee
- We represent you at a stages, deal with the tribunal and we can negotiate a settlement with the employer
- We will represent you in all the various stages of the case; cases can take up to a year
- We charge 20% of whatever we recover for you or 30% if it goes to a hearing
How it Works and Examples
Check below to get started
Wages Claim
Outlines
Mohammed knew he was underpaid, over the last 6months,
- He was owed over £2,000.
- He never had paid holidays, he never heard of them.
- He had no written contracts and
- Never seen his pay records.
Each of these 4 points is a separate tribunal claim. We put them together and he was awarded a £3,800.
The law is suprisngnly strong on the worker’s side. There are several built-in safeguards in the legal protection for workers. Employers will tell you you have no rights that you have signed them away by agreeing to work for less. That it would cost you thousands to take your case.
Do not belive their lies,
We are here for you!!!
Wages Claim
Outlines
Katya’s employer, an agency, had deducted £740 from her pay ove 4 months, without authority or explanatuin. They just took the money. They would not let her see the pay records to cheeck what had happened. it turned out her holiday pay was alaos wrong; and her original contract had neevr been updated.
We put those claims together and she was awared £2,243 by the EMployment Tribunal; 3 times what she was originally complaining about
The law is suprisngnly strong on the worker’s side. There are several built-in safeguards in the legal protection for workers. Employers will tell you you have no rights that you have signed them away by agreeing to work for less. That it would cost you thousands to take your case.
Do not belive their lies,
We are here for you!!!
So, what does an Employment Tribunal do?
- a specialist court dealing only with disputes at work
- claims are free; there are no fees for brining a claim
- anyone can use the Tribunal; the tribunal is used to people binging their own claimsp you do not need to have a lawyer
- The tribbunal is cst
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Things You Should think about Before Taking Your Case
If you have been underpaid, most employers will pay up – or pay something – on a simple wages claim: they are likely to offer to settle for half what is owed or perhaps pay in full.
But they are shocked by the other, associated claims, which double or treble the amount in dispute. That puts you in a much stronger position when it comes to negotiating a settlement; and it leads to much larger payouts.
That’s where we can help: by adding claims to the basic claim for wages – the multiplier effect – and
by negotiating on your behalf.
Most genuine claims will lead to at least some sort of settlement offer
Settlements
90% of Tribunal claims settle, without a hearing. Claims may settle easily: some employers pay up
when they get the claim. Some drag on.
Why Employers Settle:
There are real risks for employers if they fight the case:
- They don’t want the publicity a formal Tribunal decision brings, with the possibility of other claims and enforcement.
- They don’t want to incur the cost of a lawyer to defend the claim; or to spend time gathering the evidence and preparing the case.
- And they don’t want to face questions in a court, especially when they know the wages were incorrect!
There is a downside for you:
- Tribunal claims can drag on, taking months, over a year sometimes.
- It takes time and effort to prepare and calculate your claim, showing how much you are owed.
- There can be a lot of preparatory work throughout the case.
- Meeting the Tribunal deadlines, and the hearing itself, is stressful and worrying.
- We will advise you on the strength of your case but success can never be guaranteed.
The Biggest Factor in ensuring you win is the evidence you can collect. Start gathering it now!!!
- Keep your own records of hours, shifts and pay, dates and times worked, pay rates and pay slips
- Take photos of rotas and work allocation, any work documents
- Use a diary or notebook; make a note of any arguments or abuse; any discriminatory, sexist or racist comments or practice – over work allocation, or pay, or sexual or racial harassment or insults
- Who, what, where, when
- Keep messages from your employer – text, WhatsApp, Facebook, email or any other communications they have shared with you