Wrigley Claydon Solicitors

Category: Business & Employment

  • Top Tips to Commercial Debt Recovery

    Top Tips to Commercial Debt Recovery

    Top Tips to Commercial Debt Recovery
    1. Identify and know your customer
    2. Provide clear terms and conditions for payment
    3. Set an appropriate credit limit
    4. Ensure invoices are accurate and delivered promptly
    5. Provide simple and efficient payment methods
    6. Have a set procedure for chasing late payment
    7. Pick up the phone and be proactive
    8. Resolve genuine problems
    9. Keep a paper trail
    10. Consider Wrigley Claydon’s specialist debt recovery department
    What Our Clients Say About Our Commercial Debt Recovery Services

    “Shalish Mehta is always successful at claiming money back on the Company’s behalf. Once I have passed my notes onto Shalish he completely takes charge of the facts. His experience gives me great confidence. He has had different issues to deal with on behalf of our Company, all very different, and has approached them very enthusiastically and professionally.

    I would highly recommend Shalish Mehta and Wrigley Claydon to any individual or Company requiring services to collect outstanding payments. His expertise in the field of debt recuperation is exceptional. His service is an asset to support any company.”

    Lesley Pollit – Director of Cosy Toes Nursery Limited – Client

    For more information or to speak to our team about our commercial debt recovery services  please call us on  0161 624 6811

    Team: Vijay Srivastava and Shalish Mehta

  • Age Discrimination, the facts from our Specialist Employment Solicitor

    Age Discrimination, the facts from our Specialist Employment Solicitor

    Employment Solicitor John Porter offers advice on issues surrounding retirement:

    It used to be the case that when an employee reached the national retirement age he or she could be forced to retire. This is no longer the case.

    Since April 2011 it has become unlawful to force someone out of work simply because they have reached a particular age. This now falls foul of rules relating to Age Discrimination contained in the Equality Act 2010.

    There are of course exceptions to this but any dismissal will have to be objectively justified as being a reasonable way of achieving a legitimate aim. A recent case allowed, for example, a senior partner in a solicitor’s firm to be ousted to allow succession planning within the business.

    Put simply, employers can no longer simply assume that older employees will leave at 65. Before taking steps in relation to any dismissal (or if you are about to be dismissed) contact our employment department for expert legal advice from an employment solicitor.

    Wrigley Claydon offer a wide variety of legal support from our employment solicitor who is ready to help.

    For further help or information please email John Porter, our specialist employment lawyer, jap@wrigleyclaydon.com.

  • Age Discrimination

    Age Discrimination

    It use to be the case that when an Employee reached the national retirement age he or she could be forced to retire. This is no longer the case. Since April 2011 it has become unlawful to force someone out of work simply because they have reached a particular age. This now falls foul of rules relating to Age Discrimination contained in the Equality Act 2010.

    There are of course exceptions to this but any dismissal will have to be objectively justified as being a reasonable way of achieving a legitimate aim. A recent case allowed, for example,a senior partner in a solicitors firm to be ousted to allow succession planning within the business.

    Put simply, employers can no longer simply assume that older employees will leave at 65. Before taking steps in relation to any dismissal. (or if you are about to be dismissed) contact our employment department for legal advice.

    John Porter – Partner and specialist employment lawyer

    john.porter@wrigleyclaydon.com