Need expert and trusted legal advice on Employment Law?
MKB Law’s Employment Law team is dedicated to providing practical and specialist employment law advice and assistance to our clients. As one of Belfast’s leading employment solicitors, we advise both employers and employees on all issues within this area.
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Why choose MKB Law?
Employment Law Experts
Our team, headed by Associate Director Suzanne Keenan, have a vast knowledge and experience in all aspects of employment law.
Specialist Sector Knowledge
Our employment team are regularly featured as independent employment law experts on various local media broadcasts.
Discretion Assured
Clients can be assured of complete confidentiality and discretion throughout their employment law matter.
Client Feedback
Clients describe MKB Law as instrumental in helping them through some of the most challenging times in their lives.
How we can help you
Our lawyers offer a complete service for clients concerning all employment matters:
Employees
We provide specialist advice and support to employees in relation to breaches of contract, discrimination, harassment, grievance and disciplinary procedures, unfair dismissal, compromise agreements and Tribunal claims.
Employers
We work with employers across a range of sectors assisting with matters such as: recruitment, contracts and handbooks, disciplinary procedures, redundancy procedures, settlement agreements, TUPE and Tribunal claims.
Self Employed
The distinction between being employed and self-employed may not always be clear and problems may arise. Many such individuals could find that they are losing out on entitlements such as minimum wage, sick pay and holiday pay.
Meet the experts
Find out more about our professional and approachable employment law team:
Suzanne Keenan
Suzanne is an Associate Director and oversees the employee department, she advises on a wide range of legal issues for businesses and individuals.
Suzanne is listed as one of the top three employment solicitors in Belfast by an independent review website. Suzanne is also a qualified Solicitor Advocate.
Sancha O’Neill
Sancha advises both commercial and individual clients in relation to various employment issues.
Sancha assists in a wide range of matters before the Office of the Industrial Tribunal and the Fair Employment Tribunal for both Claimants and Respondents.
Billy Muir
Billy advises both commercial and individual clients in relation to various employment, litigation and insolvency issues.
Billy also assists with a wide range of matters before the High Court, County Court and the Employment Tribunal.
What our clients say
“I will forever be grateful that Suzanne Keenan was my legal representative for what was a complex and emotionally difficult case. Suzanne held me together in a professional and tactful way, and was always very open, honest and approachable around even sensitive issues. Suzanne’s expertise in sexual harassment, victimisation and employment law is commendable.”
Mr P
“My solicitor Sancha O’Neill was a pleasure to deal with and provided an excellent service. Sancha was knowledgeable and guided me through the process from start to finish. She was friendly, helpful and advised me of all the options available to me at each stage. Sancha provided support in terms of what could be achievable and what may be detrimental to the case.”
Ms E
“I was extremely happy with the service from Suzanne Keenan and Sancha O’Neill at MKB Law. The process I went through with my employer was a very long drawn out one but I had regular contact from the Employment team at MKB checking up and giving me pointers to look out for. Everything was handled professionally and in a timely manner.”
Mr L
Have questions about employment law?
I am an employee with a problem at work, how can you help?
We appreciate that seeking legal advice in relation to your employer can be a sensitive matter and we will ensure that full discretion and professionalism is maintained at all times.
During and after your employment we can assist with a range of matters, typically: advising on grievance procedures involving discrimination, harassment or victimisation; advice for employees facing disciplinary action; negotiating settlement agreements, compromise agreements and exit plans; drafting, lodging and representing claims to the Employment Tribunal; and negotiating settlement terms for claims before a Tribunal.
I am an employer, how can you assist me?
We work with employers across a range of industry sectors in Northern Ireland. Many employers are unaware that their business insurance often provides cover for legal costs of many employment issues – please contact us should you wish us to review your policy
Our team will assist your company with matters such as: recruitment, staff contracts and handbooks, disciplinary and grievance procedures, redundancy procedures, settlement and compromise agreements and TUPE. We also offer assistance on contentious matters specifically defending any claims to the Employment Tribunals, assisting to settle claims and drafting settlement terms.
I am self employed, how can you help?
For some workers, although they may be operating under the title of self-employed, in reality their role and responsibilities resemble those of an employee. Many could find that they are losing out on entitlements such as minimum wage, sick pay, holiday pay and pension contributions.
You are likely to be deemed as an employee if you are not in control of when you work; you are not doing work for other employers; you do not invoice the company instead the company determines how much they will pay you; and the company determines if and when you can have time off.
If you have concerns about your role, you should speak to the company directly or contact MKB Law.
What is unfair dismissal?
If an employer has terminated a contract of employment without good reason or without following the appropriate procedures, there may be a claim for unfair dismissal.
To claim unfair dismissal, you must have been employed by your employer for two years. There are five ‘fair’ reasons that an employer may use to dismiss an employee: capability, conduct, redundancy, legality or another substantial reason.
Even if the employer can show that the dismissal was based on one of these reasons, an Employment Tribunal will still have to decide if it was fair to do so in the circumstances. We can advise you on the nature of your dismissal, whether you have a claim and what you may expect regarding compensation if your claim is successful.
What is discrimination in the workplace?
Claims for discrimination in the workplace can arise when employees, who are considered protected persons under the Equality Act 2010, suffer unequal treatment at work. Direct discrimination is an employee is treated less fairly based on a protected characteristic. Indirect discrimination may occur when an employer puts in place a policy that applies to all workers but has the consequence of putting certain individuals, who hold a protected characteristic, at a disadvantage.
If an employer fails to make reasonable adjustments to take account of an employee’s disability, this can also be held to be discriminatory. If you believe you have suffered discrimination at work, our Employment Law team can discuss this in detail with you.
What is early conciliation?
Early conciliation, the process to help resolve workplace disputes before making an Employment Tribunal claim, is now a requirement. Previously, to bring a claim in the Employment Tribunal, proceedings were initiated by lodging an ET1 Claim Form. Now, however, you must first contact the Labour Relations Agency (LRA) regarding Early Conciliation.
Once the Conciliation officer makes contact with you, you can either request they attempt to talk to the other side with regards to conciliation or state you do not want to Conciliate. If you do not want to Conciliate you will receive a certificate containing a reference number that you will need to lodge your claim in the Tribunal.
If you wish to Conciliate, the officer will make contact with the other side to determine their views and, if the other side also wish to conciliate, the officer will attempt to resolve the matter. If an agreement is reached between the parties, it will be in the form of a conciliation agreement which is legally binding. If no agreement is reached, a certificate is issued which contains a reference number you will require if you desire to lodge proceedings