Choosing the Right Employment Lawyer in 2023

When it comes to employment law, there are many other ways to resolve conflict and you won’t always need an employment lawyer. Most cases do not need tribunals to be involved as they can be sorted out internally. In fact, it is highly advisable to have a proper grievance procedure and policies that are mandatory to follow. This reduces the chance of taking the matter higher up.

However, should you find yourself in a situation where an employment lawyer is needed, then certain conditions have to be kept in mind when choosing one.

1. People Skills

To begin with, having people skills is a must. Steve Norton, a lawyer from Redmans Solicitors, says it is important to establish a two-way conversation. As a professional, employment solicitors need to make clients feel comfortable enough to talk about their issues in detail.

Moreover, showing empathy towards a client’s issues is also important. If the lawyer you speak to, only looks at you as a means to earn money, they are probably not the right person. They may seem determined to make you win the case, but in the long run, it always helps to have someone on your side who is understanding and patient.

Another reason people skills is important to look out for is that you want someone to give you honest feedback. Many times law firms and solicitors may take on cases that may not be in your favour and still charge you extortionary amounts. Find a lawyer who is willing to give you an honest opinion about your issue.

2. Experience

It goes without saying that an employment lawyer with experience is always preferred over newer lawyers. However, make sure to look at experience not just in terms of years but in terms of the issues they have dealt with. It is possible that someone relatively new in the industry may have exclusively dealt with cases similar to yours.

It might also help to ask them how they dealt with a case if it is similar to yours. If they won, ask them how they navigated towards that win and in case they didn’t, ask them what they would do differently. Additionally, make sure they have experience representing clients in front of an Employment Tribunal.

As mentioned earlier, your conversation with a lawyer has to go both ways. So, ask them questions about their experience in employment law and clearly explain your case to them in the time you have.

3. Firm Policies and Media Exposure

Another very important thing to look at is the policies a firm has. Look at the way they structure their fees, what a consultation session may look like and whether they have any free consultations as a trial. Many firms, such as Redmans Solicitors, offer one free consultation to get an idea of the case. Moreover, they have multiple funding options so clients can choose whatever they are comfortable with.

It might also help to do a deep dive into a firm to see what kind of media exposure they have had. This will give you a good idea of whether there have been any past issues or violations regarding the firm.

4. References 

Having credible, personal references could be hard but it is the easiest way to judge whether a firm or an employment lawyer can handle your case. However, in the absence of personal references, it will be useful to look at reviews from credible platforms.