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New Beckenham office Open Day a great success Following on from the acquisition of PJH Solicitors at the end of February this year, Judge & Priestley have now opened their new office located at 108 -110 High Street, Beckenham. Beckenham is not...

Judge & Priestley and the Beckenham based practice of PJH Solicitors have joined forces to offer the most comprehensive range of legal services for individuals and commercial clients in the Beckenham area, from March 1st 2019. As part of this...

Judge & Priestley LLP, the Bromley based solicitors firm, is delighted to announce that the merger with PJH Solicitors based in Beckenham was successfully closed on 28 th February. Staff from both businesses have been working hard together throughout...

Claims for unfair dismissal can sometimes be defended on the basis that the dismissal is fair for “some other substantial reason” i.e. other than the statutory “fair reasons” such as redundancy. One reason often put forward is a...

The Employment Appeal Tribunal (“EAT”) in  Bancroft v  Bancrift v Interserve (Facilities Management) Limited [2012] UKEAT 0329_12_1312 (13.12.2012) held that it was not  reasonable to dismiss an employee at the request of a...

Where an employer has already dealt with a disciplinary matter and issued a sanction, can those disciplinary proceedings be re-opened and a different sanction imposed? In the case of  Christou v London Borough of Haringey [2013] WLR(D) 97 the...

Where an employee is facing very serious allegations of misconduct, such as criminal conduct, then the employer must carry out a particularly thorough and careful investigation in order to dismiss fairly An employer who chooses to ignore evidence or...

The Department for Business Innovation and Skills has announced a new implementation timetable for the major employment law reforms, many of which had originally been intended to come into force in April 2013.  The new proposed timetable for...

Restrictive covenants allow employers to protect their trade secrets and deter employees from participating in any competing activity. However, to be enforceable post termination of employment the restrictive covenant will be unenforceable as a restraint of...

In the case of  Roberts v Whitecross School [2012] UKEAT 0070_12_1906  the Employment Appeal Tribunal (“EAT”) held that although the employer’s mistake was an honest one, there was a settled intention to reduce pay, which...