Anthony Rob

Looking for specialist advice?

June 21st, 2017

Services for the Medical ProfessionAre you looking for a solicitor who can also offer specialist advice? Here at Anthony Robinson Solicitors we are highly experienced in acting for doctors and medical professionals when they meet difficulties or face obstacles in their careers – We not only offer you quality advice and assistance, we also understand the importance of your career and issues you could face.

Our dedicated personal service and friendly knowledgeable approachable reassures clients they have found a trusted adviser whom they can rely on to act in their best interests.

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Employment law solicitors helping employers

April 24th, 2017

Employment law solicitor, Employment law solution, Manchester, Altrincham, Stockport, Wilmslow, Knutsford, Warrington, CheshireEmployers may feel slightly hesitant regarding employing the services of an employment lawyer – previous bad experiences, stories regarding high fees, escalating involvement with employment issues becoming lengthy painful affairs, not only for the employer, but also the employee?

Here at Anthony Robinson solicitors we are different – we take pride in finding a way to meet all your employment needs, professionally and efficiently, whilst providing a cost-effective service.

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New business owner?

November 1st, 2016

Employment lawyer, Employment law advisors, Manchester, Altrincham, Stockport, Wilmslow, Knutsford, Warrington, CheshireAre you looking to start or expand your own business?

Are you anxious about the level of advice and assistance you need from an employment solicitor?

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Employment rights of casual workers

November 7th, 2013

Employment law solicitor, Manchester, Altrincham, Stockport, Wilmslow, Knutsford, Warrington, CheshireThe employment rights of casual workers have provoked much case law. Where do employers and workers stand?

The term “casual worker” is used to cover a variety of workplace relationships and there is commonly some uncertainty as to the rights attaching to such workers.

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Conduct dismissal and medical reports

September 1st, 2012

If an employee who is accused of serious dishonesty raises his health as an issue how far does this need to be taken into account? A recent case has highlighted that where an employee’s health may be affecting their conduct or performance an employer should take steps to investigate health issues before deciding whether or not to dismiss.

In British Telecommunications Plc v Daniels it was not disputed that the employee made repeated unauthorised use of his company vehicle, misused his company fuel card and repeatedly ordered items for which he had no work requirement. However he had been suffering from stress and depression for several years and his GP had recommended an occupational health report. The failure to adopt this recommendation meant that the dismissal was found to be unfair.

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How far will the courts enforce restrictive covenants?

August 20th, 2012

Many people wonder whether there’s really anything an employer can do if a former employee starts taking away its clients. A recent case in the High Court (Safetynet Security Ltd v Coppage), has again emphasised that the Court is quite willing to enforce clauses restraining employees from poaching clients, even where the clause isn’t expressly limited to clients known to the employee.

This was something of a surprising decision, not because it’s unusual for the Courts to enforce such clauses but because such clauses must be no wider than reasonably necessary to protect the business interests of the employer, and arguably this was not so here.

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What are an employee’s rights if they fall sick on holiday?

August 7th, 2012

It may come as a surprise to some employers that if an employee falls ill during their holiday leave, they are entitled to take the days they were sick as holiday later in the year. This has been confirmed in a recent case in the European Courts which itself followed a previous ruling that an employee off sick could choose not to take pre-arranged holiday but then once recovered take it upon return to work.

The principle behind the cases (known as ANGED and Pereda) is that paid annual leave should enable a worker to enjoy a period of relaxation and leisure whilst sick leave should enable a worker to recover from an illness.

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