The record, read against the claimant
The first move is to find the claimant's own words that shrink the claim.
Separation, dismissal, and senior-executive exits, handled for employers and for the people who run them.
Employment claims are won and lost on the record: who said what, in writing, and when. A resignation later recast as a dismissal, a bonus dispute, an exit that crosses into a fight over restraint and confidentiality - each turns on documents that already exist. The firm works both sides of these matters and brings the same discipline to each: the file before the rhetoric.
The firm reads the claimant's own documents first, because labour claims routinely contain an admission against interest - a resignation letter, a signed account, a dated message - that narrows the case before trial. Where a claim tries to pierce through to owners or sister companies, it keeps the entities separate. It scopes exposure in a range early, so an employer decides whether to defend or to settle on numbers, not on principle.
The first move is to find the claimant's own words that shrink the claim.
Where the claim reaches for individuals, the corporate separation is defended.
A number to decide on, before the matter sets its own course.
The firm defends a family-owned business and its principals against an employment claim asserting wrongful dismissal, where the realistic exposure is well below the sum claimed. The defence turns on the documentary record and on the separate legal standing of the corporate entities involved.
Described in abbreviated, anonymised form to preserve client confidentiality.
Sometimes a resignation is treated in law as a constructive dismissal, but a clear written resignation is hard to undo, and a documented retraction or its absence often decides the point.
Usually the employer is the company, and reaching owners personally requires grounds to pierce the corporate veil, which is the exception, not the rule; keeping entities separate is the defence.
Both follow statutory formulas tied to salary, tenure, and the relevant components, and leave redemption is limited to the years the law allows, so the final-account number is a calculation, not an argument.