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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As Lockdown arising from the COVID-19 pandemic is eased, it is likely that there will be an increasing number of complaints that relate to wrong-doing in the workplace, in particular concerning health and safety.

When the activity comes to an employee or worker’s attention, they should notify the employer or anyone else identified within a policy or procedure as the person to whom the complaint should be made. This complaint is commonly referred to as “blowing the whistle” and is more formally known as “‘making a disclosure in the public interest”.

A whistleblower is protected irrespective of how long they have been in the workplace and whether they are directors, partners, freelancers, agency workers, workers or employees.

To qualify for protection, the whistleblower must have a reasonable belief that a wrongdoing has occurred, or is likely to occur and it is in the public interest to make a disclosure. To amount to a qualifying disclosure, it needs to be about:

  • A criminal offence
  • A breach of legal obligation
  • A miscarriage of justice
  • A danger to the health and safety of an individual
  • Damage to the environment
  • Information relating to any of the above which has been or is likely to be deliberately concealed

Should the whistleblower be subjected to detrimental treatment or dismissal as a result of making a disclosure, they are entitled to seek compensation in the Employment Tribunal.