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Hannah was a middle level manager in a sporting body. She had worked her way up and was very good at her job, outperforming her male colleagues year on year, yet they kept being promoted above her. She was getting frustrated at being knocked back for promotion time and again, and when she asked for feedback she was told that she needed to "be more of a team player". This meant that she would have to spend evenings in strip bars with "the lads", something she was not comfortable with, and go on frequent overnight weekend trips which meant spending precious time away from her young children. When she found out that her male colleagues at the same level as her were being paid £5,000 more a year than she was, she thought it was time to take legal advice.
We helped Hannah get compensation as part of a termination package, so she could move on in her career and find an employer who properly valued her as a hard working woman and mother.
*some details changed to preserve confidentiality
Omolara was a VP in a large City Investment bank. As a black woman she had fought harder than most to forge her career in the industry. One day out of the blue she was told that she was "on garden leave", and even though she had done nothing wrong, she had to clear her desk and was escorted out of the office by security staff. She was offered a termination package "off the record" which was woefully inadequate given the length of time she had worked there and which didn't include her hard-earned performance related bonus. She believed she was being dismissed because she was bright, ambitious and outspoken, and her new manager didn't like that she stood up to him when he tried to bully her. He called her "aggressive" when she did so, yet had never called her male or white colleagues that. The bank denied that it could be racist because it had fostered Omolara's progression through their "diversity programme".
We prepared a grievance on behalf of Omolara for race and sex discrimination, and filed her claim with Acas, and then ultimately negotiated a decent termination package for her which reflected the merits of her potential claims.
Contact us if you want passionate advocates for your rights as an employee, especially where you might have an unscrupulous employer trying to run roughshod over them, or one who discriminates against people either deliberately or through unconscious bias.
Helping you stand up for yourself and right the wrong done to you, enabling you to move on in your life with satisfaction and empowerment (and usually a financial cushion to ease the way) is our reason for living.
You can meet with us either at our offices in Central London or another venue (and we do like to meet our clients), but equally we can be your trusted advisers on a remote basis, available by phone, text, email, WhatsApp, Skype, Zoom, or whatever your tech preference.
During the Covid pandemic, for the time being it is probably safer for all concerned if we stick to virtual consultation meetings. Let us know your particular needs though.
Q How much will your service cost?
A If we are resolving a dispute, or handling a tribunal claim, then we will assess your case and give you a range of costs estimates in advance (depending on its complexity, your needs and other factors), and keep you informed if anything changes.
Q Do you offer fixed fees?
A Yes, we have a range of fixed fees, for one-off consultations or bits of advice, and for advising on settlement agreements. Click on the link below, or give us a shout and we can discuss these with you.
Rebel Law Ltd is a company registered in England and Wales, company number 11394067
Authorised and regulated by the Solicitors Regulation Authority, SRA ID 816050
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