In these unprecedented times, Axiom Stone Solicitors will, in common with other businesses, be following the Government's official advice on social distancing and social isolating.

Public health measures must have the highest priority and, as a result, some staff will be working from home. Also, our offices will be closed to visitors.

However, we wish to reassure existing and potential clients that we will continue to provide the highest levels of service.

Please be assured we have a robust business continuity plan in place that is designed to minimise the impact on our service to you.

In addition, please continue to contact us electronically or by phone in relation to the progress of your matters or on any issues of concern to you.

Until further notice, service of claim forms, application notices and all other court documents and contractual notices must be made to our head office only (we shall not accept service through any other means). Our head office address is at Axiom Stone Solicitors, Axiom House, 1 Spring Villa Road, Edgware, Middlesex, HA8 7EB. We ask that all other correspondence be sent by email to the relevant member of Axiom Stone Solicitors. In the event that service of court documents or contractual notices is attempted by post, courier, DX, or fax to any address other than that of our Head Office, we cannot provide any assurance that they will be received or processed. We are grateful for your understanding at this time.

We will update this information regularly on our website (Please see COVID-19 Updates Here) and via social media.

Finally, we urge everybody to follow the official advice on fighting the virus outbreak so enabling you to stay safe and well.

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Disciplinary and grievance procedures

The operation and outcome of disciplinary and grievance procedures is often critical as to whether an employment relationship continues or breaks down. If an employer does not have his or her own procedures, then reference should be made to the ACAS Code of Practice and Guide which establishes certain principles.

In case of disciplinaries:

  • Employers and employees should raise and deal with issues promptly and should not unreasonably delay meetings, decisions or written confirmation of those decisions
  • Employers should carry out any necessary investigations to establish the facts of the case, and give the employee a reasonable opportunity to consider any evidence and give their response before any decisions are made
  • Any decisions made should be reasonable, consistent and proportionate
  • Employers should allow an employee to be accompanied at all formal meetings
  • Employers should allow an employee to appeal against any formal decision made

A legal claim cannot be brought for failure to follow the ACAS Code of Practice. But, should there be a claim for unfair dismissal in which it is shown that the Code has not been followed, then an Employment Tribunal is more likely to find that there has been an unfair dismissal and increase the compensation by up to 25%.

Where there are workplace disagreements, discrimination, bullying and harassment, disputes over working conditions, salary and career progression, these complaints can either be raised informally or by way of a formal grievance in an attempt to resolve the matter. An Employment Tribunal would usually expect an employee to have done this before bringing a claim and in exceptional circumstances, will reduce compensation by up to 25% should they feel an employee has unreasonably failed to do so.