Simons Rodkin Litigation Solicitors

Solicitors in London

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707 High Road
London
N12 0BT

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Contact Numbers

lawrence rodkin: 02084466223

Fax: 0208446...


Opening hours

Monday to Sunday: 9am - 5:30pm

Open on public holidays


Key Services

employment law, landlord and tenant, solicitor



About

  • LITIGATION SOLICITORS LONDON WC1 AND FINCHLEY N12

SIMONS RODKIN LITIGATION SOLICITORS NORTH LONDON DISPUTE RESOLUTION SOLICITORS

Business Disputes, Employment Law Claims, Property and Landlord and Tenant Proceedings

We are a litigation firm of solicitors based in Finchley, North London N12.

We can react very quickly and can see you on the same day if you are served with legal proceedings or there is a deadline to comply with.

We can also travel to meet you in St James, London SW1 at no travelling charge.

Our charges are reasonable and less expensive than using a Central London Firm.

We specialise in

a) general and commercial legal disputes,
b) property and landlord and tenant proceedings
c) leasehold enfranchisement and right to manage
d) bankruptcy and insolvency
e) employment law/compromise agreements,
f) immigration appeals,
g) shareholder/partnership disputes,
i) contractual claims and
j) professional negligence

Please contact us for an initial fixed fee meeting.

We are regulated by the Solicitors Regulation Authority (www.sra.org.uk). Our Registration Number is 511934

SIMONS RODKIN LITIGATION SOLICITORS NORTH LONDON DISPUTE RESOLUTION SOLICITORS

Legal Proceedings, Business and Commercial Disputes, Employment Law Claims, Compromise Agreements, Bankruptcy and Insolvency,Landlord and Tenant, and Property actions

We are a litigation firm of solicitors based in Finchley, North London N12.

We can react very quickly and can see you on the same day if you are served with proceedings or there is a deadline to be complied with.

We can also travel to meet you in Central London St James, London SW1 at no travelling charge.

Our charges are reasonable and less expensive than using a Central London Firm.

Please contact us for an initial fixed fee meeting.

EMPLOYMENT LAW AND. SETTLEMENT AGREEMENTS (ALSO KNOWN AS COMPROMISE AND SEVERANCE AGREEMENTS),

SIMONS RODKIN LITIGATION SOLCITORS
32 Bloomsbury Street, London WC1B 3QJ
WWW.SR-LAW.CO.UK
Telephone 0207 112 8841



This is a preliminary advice not and is not a substitute for taking detailed legal advice in relation to your situation, which may be legally complicated.

Work related stress is unfortunately very common.

This normally starts by a new line manager being appointed, who takes a dislike to a member of staff (“the employee").

The line manager commences a campaign to attempt to make the employee leave the company.

Work is typically micro-managed. The employee is ignored, including in particular during meetings with other members of staff, and is also typically embarrassed in front of his/her peers.

After a while, stress symptoms begin to appear, including headaches, nausea, loss of appetite, sleepless nights, hearing and feeling of heartbeat, panic attacks and reluctance to go outside of the house. These are all typical symptoms.

The employee typically soldiers on without taking legal advice.

The stress condition always gets worse and eventually the employee is signed off as unable to work by their GP, and is often away on long term sickness absence.

This is normally when we are first contacted by the employee.

The situation can be much better managed if as soon as the campaign by the line manager commences, legal advice is taken, and grievances raised etc.

It may be possible for the employee to be moved to a different department or to report to a different line manager. It is not uncommon for the employee to leave on the basis of a compromise agreement, as they cannot face working any further for the company. This is wholly understandable.

We have a wealth of experience in dealing with situations like this. We are able to provide proactive advice as to what the employee should do to protect their position and if possible to save their job.

We are able to offer an initial fixed fee meeting for £75 plus VAT, and indeed would welcome such meeting to take place by telephone if more convenient.

We would strongly recommend to any employees who are subject to such situations not to soldier on, but to raise grievances with human resources manager in trying to resolve their situation with our help before things develop to the next levels, which they invariably do.

We have a team of lawyers who are able to assist, and in the first instance, please contact Lawrence Rodkin, partner of this firm.

Reading this article is no substitute for taking legal advice in relation to your own position as each case has different underlying facts.


SIMONS RODIN LITIGATION SOLICITORS

EMPLOYMENT LAW AND. SETTLEMENT AGREEMENTS (ALSO KNOWN AS COMPROMISE AND SEVERANCE AGREEMENTS),

SIMONS RODKIN LITIGATION SOLCITORS
32 Bloomsbury Street, London WC1B 3QJ
WWW.SR-LAW.CO.UK
Telephone 0207 112 8841



This is a preliminary advice not and is not a substitute for taking detailed legal advice in relation to your situation, which may be legally complicated.

Work related stress is unfortunately very common.

This normally starts by a new line manager being appointed, who takes a dislike to a member of staff (“the employee").

The line manager commences a campaign to attempt to make the employee leave the company.

Work is typically micro-managed. The employee is ignored, including in particular during meetings with other members of staff, and is also typically embarrassed in front of his/her peers.

After a while, stress symptoms begin to appear, including headaches, nausea, loss of appetite, sleepless nights, hearing and feeling of heartbeat, panic attacks and reluctance to go outside of the house. These are all typical symptoms.

The employee typically soldiers on without taking legal advice.

The stress condition always gets worse and eventually the employee is signed off as unable to work by their GP, and is often away on long term sickness absence.

This is normally when we are first contacted by the employee.

The situation can be much better managed if as soon as the campaign by the line manager commences, legal advice is taken, and grievances raised etc.

It may be possible for the employee to be moved to a different department or to report to a different line manager. It is not uncommon for the employee to leave on the basis of a compromise agreement, as they cannot face working any further for the company. This is wholly understandable.

We have a wealth of experience in dealing with situations like this. We are able to provide proactive advice as to what the employee should do to protect their position and if possible to save their job.

We are able to offer an initial fixed fee meeting for £75 plus VAT, and indeed would welcome such meeting to take place by telephone if more convenient.

We would strongly recommend to any employees who are subject to such situations not to soldier on, but to raise grievances with human resources manager in trying to resolve their situation with our help before things develop to the next levels, which they invariably do.

We have a team of lawyers who are able to assist, and in the first instance, please contact Lawrence Rodkin, partner of this firm.

Reading this article is no substitute for taking legal advice in relation to your own position as each case has different underlying facts.


SIMONS RODIN LITIGATION SOLICITORS

EMPLOYMENT LAW AND. SETTLEMENT AGREEMENTS (ALSO KNOWN AS COMPROMISE AND SEVERANCE AGREEMENTS),

SIMONS RODKIN LITIGATION SOLCITORS
32 Bloomsbury Street, London WC1B 3QJ
WWW.SR-LAW.CO.UK
Telephone 0207 112 8841



This is a preliminary advice not and is not a substitute for taking detailed legal advice in relation to your situation, which may be legally complicated.

Work related stress is unfortunately very common.

This normally starts by a new line manager being appointed, who takes a dislike to a member of staff (“the employee").

The line manager commences a campaign to attempt to make the employee leave the company.

Work is typically micro-managed. The employee is ignored, including in particular during meetings with other members of staff, and is also typically embarrassed in front of his/her peers.

After a while, stress symptoms begin to appear, including headaches, nausea, loss of appetite, sleepless nights, hearing and feeling of heartbeat, panic attacks and reluctance to go outside of the house. These are all typical symptoms.

The employee typically soldiers on without taking legal advice.

The stress condition always gets worse and eventually the employee is signed off as unable to work by their GP, and is often away on long term sickness absence.

This is normally when we are first contacted by the employee.

The situation can be much better managed if as soon as the campaign by the line manager commences, legal advice is taken, and grievances raised etc.

It may be possible for the employee to be moved to a different department or to report to a different line manager. It is not uncommon for the employee to leave on the basis of a compromise agreement, as they cannot face working any further for the company. This is wholly understandable.

We have a wealth of experience in dealing with situations like this. We are able to provide proactive advice as to what the employee should do to protect their position and if possible to save their job.

We are able to offer an initial fixed fee meeting for £75 plus VAT, and indeed would welcome such meeting to take place by telephone if more convenient.

We would strongly recommend to any employees who are subject to such situations not to soldier on, but to raise grievances with human resources manager in trying to resolve their situation with our help before things develop to the next levels, which they invariably do.

We have a team of lawyers who are able to assist, and in the first instance, please contact Lawrence Rodkin, partner of this firm.

Reading this article is no substitute for taking legal advice in relation to your own position as each case has different underlying facts.


SIMONS RODIN LITIGATION SOLICITORS

EMPLOYMENT LAW AND. SETTLEMENT AGREEMENTS (ALSO KNOWN AS COMPROMISE AND SEVERANCE AGREEMENTS),

SIMONS RODKIN LITIGATION SOLCITORS
32 Bloomsbury Street, London WC1B 3QJ
WWW.SR-LAW.CO.UK
Telephone 0207 112 8841



This is a preliminary advice not and is not a substitute for taking detailed legal advice in relation to your situation, which may be legally complicated.

Work related stress is unfortunately very common.

This normally starts by a new line manager being appointed, who takes a dislike to a member of staff (“the employee").

The line manager commences a campaign to attempt to make the employee leave the company.

Work is typically micro-managed. The employee is ignored, including in particular during meetings with other members of staff, and is also typically embarrassed in front of his/her peers.

After a while, stress symptoms begin to appear, including headaches, nausea, loss of appetite, sleepless nights, hearing and feeling of heartbeat, panic attacks and reluctance to go outside of the house. These are all typical symptoms.

The employee typically soldiers on without taking legal advice.

The stress condition always gets worse and eventually the employee is signed off as unable to work by their GP, and is often away on long term sickness absence.

This is normally when we are first contacted by the employee.

The situation can be much better managed if as soon as the campaign by the line manager commences, legal advice is taken, and grievances raised etc.

It may be possible for the employee to be moved to a different department or to report to a different line manager. It is not uncommon for the employee to leave on the basis of a compromise agreement, as they cannot face working any further for the company. This is wholly understandable.

We have a wealth of experience in dealing with situations like this. We are able to provide proactive advice as to what the employee should do to protect their position and if possible to save their job.

We are able to offer an initial fixed fee meeting for £75 plus VAT, and indeed would welcome such meeting to take place by telephone if more convenient.

We would strongly recommend to any employees who are subject to such situations not to soldier on, but to raise grievances with human resources manager in trying to resolve their situation with our help before things develop to the next levels, which they invariably do.

We have a team of lawyers who are able to assist, and in the first instance, please contact Lawrence Rodkin, partner of this firm.

Reading this article is no substitute for taking legal advice in relation to your own position as each case has different underlying facts.


SIMONS RODIN LITIGATION SOLICITORS

EMPLOYMENT LAW AND. SETTLEMENT AGREEMENTS (ALSO KNOWN AS COMPROMISE AND SEVERANCE AGREEMENTS),

SIMONS RODKIN LITIGATION SOLCITORS
32 Bloomsbury Street, London WC1B 3QJ
WWW.SR-LAW.CO.UK
Telephone 0207 112 8841



This is a preliminary advice not and is not a substitute for taking detailed legal advice in relation to your situation, which may be legally complicated.

Work related stress is unfortunately very common.

This normally starts by a new line manager being appointed, who takes a dislike to a member of staff (“the employee").

The line manager commences a campaign to attempt to make the employee leave the company.

Work is typically micro-managed. The employee is ignored, including in particular during meetings with other members of staff, and is also typically embarrassed in front of his/her peers.

After a while, stress symptoms begin to appear, including headaches, nausea, loss of appetite, sleepless nights, hearing and feeling of heartbeat, panic attacks and reluctance to go outside of the house. These are all typical symptoms.

The employee typically soldiers on without taking legal advice.

The stress condition always gets worse and eventually the employee is signed off as unable to work by their GP, and is often away on long term sickness absence.

This is normally when we are first contacted by the employee.

The situation can be much better managed if as soon as the campaign by the line manager commences, legal advice is taken, and grievances raised etc.

It may be possible for the employee to be moved to a different department or to report to a different line manager. It is not uncommon for the employee to leave on the basis of a compromise agreement, as they cannot face working any further for the company. This is wholly understandable.

We have a wealth of experience in dealing with situations like this. We are able to provide proactive advice as to what the employee should do to protect their position and if possible to save their job.

We are able to offer an initial fixed fee meeting for £75 plus VAT, and indeed would welcome such meeting to take place by telephone if more convenient.

We would strongly recommend to any employees who are subject to such situations not to soldier on, but to raise grievances with human resources manager in trying to resolve their situation with our help before things develop to the next levels, which they invariably do.

We have a team of lawyers who are able to assist, and in the first instance, please contact Lawrence Rodkin, partner of this firm.

Reading this article is no substitute for taking legal advice in relation to your own position as each case has different underlying facts.


SIMONS RODIN LITIGATION SOLICITORS

COMPANY COMMERCIAL DEPARTMENT SR LAW LONDON FINCHLEY N12 AND BLOOMSBUTY WC1

SR LAW COMPANY COMMERCIAL - ESTABLISHING, BUYING & SELLING A BUSINESS, COMMERCIAL AGREEMENTS


BUSINESS ADVICE, ESTABLISHING A BUSINESS, BUYING AND SELLING A BUSINESS, PARTNERSHIP AGREEMENTS, ALL TYPES OF COMMERCIAL AGREEMENTS, INTELLECTUAL PROPERTY ADVICE, REGULATORY COMPLIANCE

We can act very quickly and see you on the same day if you wish.

Central London Office telephone number 0207 112 8841
Finchley Office telephone number 0208 446 6223

We are a firm of solicitors located in Bloomsbury Street, Bloomsbury, London WC1. We also have an office in Finchley, London N12. The Office in Finchley has disabled parking, and toilet facilities.

Immediate adjoining areas to our offices which we serve (public parking is absolutely no problem near to our Finchley Office), include,;-

Central London Office. Covent Garden (WC2), Bloomsbury and Russell Square (WC1). Holborn (WC1, EC1, and WC2), Farringdon (EC1.),Clerkenwell (EC1), Islington (N1 and N7), Hoxton (N1), Barbican (EC2 ), Camden (NW1), Finsbury (EC1). Lincoln's Inn (WC2), Gray's Inn (WC1), Kings Cross (NC1) and the City of London (EC2, EC3 and EC4), West End, Tottenham Court Road, Oxford Circus, Oxford Street, Bond Street, Marble Arch, Fitzrovia, Soho (W1), Great Portland Street, Baker Street, Marylebone, Euston, Kings Cross, Regents Park (NW1), Piccadilly, Mayfair, St James's, Westminster, and Pimlico (SW1), Bayswater, Edgware Road, Paddington, Bayswater and Hyde Park (W2) Camden Town, Somers Town, Primrose Hill, Belsize Park and Swiss Cottage (NW1 and NW3)

Finchley Office. Finchley Central (N3), New Southgate (N11), Southgate (N14), Woodside Park (N12), Torrington Park (N12), Whetstone (N20), Hendon (NW4), Totteridge (N20), High Barnet (EN5), East Barnet (EN4), Friern Barnet (N11), Golders Green (NW11), Temple Fortune (NW11), Mill Hill (NW7), Muswell Hill (N11), Highgate (N6), Crouch End (N8) Hampstead Garden Suburb and East Finchley (N2), Hampstead (NW3), Palmers Green (N13), Borehamwood and Elstree (WD6), and West Hamstead, Kilburn, Queens Park and Finchley Road (NW6)


We can react very quickly and can see you on the same day if you are served with legal proceedings or have a deadline.

We specialise in;-

a) general, civil and business legal disputes,
b) property, landlord and tenant. eviction and disrepair claims
c) leasehold enfranchisement and right to manage
d) bankruptcy and insolvency
e) employment law/compromise agreements,
f) immigration and immigration appeals, and
g) shareholder and partnership disputes
h) professional negligence and
i) breach of contract claims
j) redundancy advice, discrimination claims, and unfair and wrongful dismissal
k) All forms of business agreements and disputes arising therefore
l) Company formations and structures
m) Mergers and acquisitions
n) Disposals
o) Intellectual Property
p) Regulatory Compliance
q) Service Agreements
r) Charities and Trusts

Please contact, Michael Edwards, who is head of our Company Commercial department on 02084466223 or 07788583440.

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Products and Services

We offer these services

  • Employment
  • Injury
  • Conveyancing
  • Family
  • Corporate
  • No win/No fee
  • Wheelchair access
  • website
  • Late Opening
  • Credit Card Payments

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