Jersey legal support after employment ends
The end of an employment relationship can raise a number of legal questions. Whether the departure is voluntary, the result of redundancy, or linked to a dispute, it is important to understand your rights and obligations under Jersey law. At Parslows LLP, we advise individuals on post-employment matters, helping clients assess their position and take appropriate steps to protect their interests.
We regularly assist clients with claims relating to unfair dismissal and constructive dismissal. Under the Employment (Jersey) Law 2003, employees have the right not to be unfairly dismissed. This includes situations where the employer has failed to follow a fair process or where the dismissal was not based on a valid reason. Constructive dismissal may arise where an employee resigns due to the employer’s conduct, such as a breach of contract or failure to address serious concerns. We help clients evaluate whether a claim may be appropriate, and if so, guide them through the process of preparing and presenting their case.
Redundancy is another common issue following termination. While redundancy may be lawful, it must be handled fairly and transparently. Employers are expected to consult with affected employees, apply fair selection criteria, and explore alternatives where possible. We advise clients on whether the redundancy process has been properly followed and whether there may be grounds to challenge the decision. This includes reviewing documentation, assessing consultation procedures, and advising on entitlements such as notice pay and redundancy compensation.
In many cases, employers and employees choose to resolve matters through a compromise agreement, also known as a settlement agreement. This is a legally binding document that sets out the terms on which the employment relationship ends, including any financial settlement and the waiver of future claims. We advise clients on the terms of these agreements, ensuring that they are fair, comprehensive, and reflect the individual’s legal entitlements. Jersey law requires that employees receive independent legal advice before signing such agreements, and we provide this service with a focus on clarity and objectivity.
Where formal resolution is required, we represent clients before the Jersey Employment and Discrimination Tribunal. The Tribunal hears claims relating to unfair dismissal, discrimination, and other employment disputes. Proceedings are less formal than court hearings but still require careful preparation and adherence to procedural rules. We assist clients in drafting claims, gathering evidence, and presenting their case effectively. Our team of lawyers is experienced in managing Tribunal matters and provides representation that is both professional and focused on achieving a fair outcome.
Post-employment issues may also involve ongoing obligations, such as restrictive covenants or confidentiality clauses. These terms can affect your ability to work in the same sector, approach former clients, or disclose information gained during employment. We advise clients on the enforceability of such clauses and, where appropriate, assist in negotiating their scope or challenging their validity.
Our approach is tailored to the needs of professionals and senior employees, where the legal, reputational, and financial implications of post-employment matters can be particularly significant. We understand the importance of protecting career continuity and managing risk with care. That said, we act for individuals at all stages of their careers, providing clear, practical advice whether you are considering a claim, reviewing a compromise agreement, or responding to post-employment restrictions.
If your employment has ended or is about to, contact Parslows LLP for a confidential consultation. We will help you understand your position, assess your options, and take the right steps under Jersey law.
