The required qualifying period of service and time limit for bringing various Employment law claims are:
We serve a substantial portfolio of start-ups and owner managed businesses, SMEs, multi-national companies, quoted UK companies and large private corporates with a need for high quality corporate and M&A support and advice.
We also advise universities on how to capture and capitalise on the innovations and technical advancements discovered and developed 'on campus', and have first-hand experience of the commercial realities and challenges faced by early stage businesses.
As a cost-effective solution for start-up and early stage businesses, we offer fixed fee Company Secretarial services, Articles of Association and Shareholder Agreements, detailed on the following pages.
Start ups
Large private corproates
Blake Morgan can provide a full range of company secretarial services from company formations to registered office address. In particular, our Company Secretarial team can deal with annual filings, updates to the statutory registers and recording changes to directors and shareholders, therefore reducing the administrative burden on our company clients.
| Complaint | Qualifying period | Time limit to bring claim* |
| Dismissal | ||
| Written reasons for dismissal | 2 years | 3 months starting from EDT |
| Unfair dismissal (including automatically unfair TUPE-related dismissals) | 2 years (but reduced to none or 1 month in certain cases) | 3 months starting from EDT |
| Automatically unfair dismissal eg pregnancy, whistleblowing, leave for family reasons, health and safety etc | None | 3 months starting from EDT |
| Redundancy | ||
| Redundancy payment | 2 years | 6 months from relevant date |
| Failure to conduct collective consultation (protective award) | None | Before the date on which the last dismissal takes effect or 3 months starting with that date |
| Discrimination | ||
| Discrimination | None | 3 months from date last act complained of |
| Equal pay | None | Employment Tribunal - 6 months from last day of employment Civil Court - 6 years from alleged breach |
| Miscellaneous | ||
| Unlawful deductions from wages (e.g. holiday pay) | None | 3 months from the last unlawful deduction (or the last in a series) |
| Guarantee pay | 1 month | 3 months starting from date when payment was payable |
| Written particulars of employment | None** | 3 months starting from date employment ceased |
| Contract claim | None | Employment Tribunal - 3 months from EDT or last day worked Civil Court - 6 years from alleged breach |
EDT = Effective Date of Termination
* These periods may be extended for early conciliation or by the Employment Tribunal
**Organisations must provide written particulars to employees and workers by day one of the job.