- Contracts and Policies
- Defending Tribunal Claims
- Commercial Transactions (TUPE)
- Employment Settlement Agreements
- Changing Terms and Conditions of Employment
- Data Protection
- Disciplinary Procedure
- Employment Status
- Employment Tribunal Prices
- Grievance Procedure
- HR Consultancy and Training
- Handling Poor Performance
- Handling Sickness Absence
- Redundancy/Re-organisation
- Restrictive Covenants/Restraint of Trade
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Contracts and Policies
By law, all employees must be given written terms and conditions of employment within 2 months of commencing employment. There are various pieces of information which must be included in these terms and conditions for example place of work, hours and length of service.
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Contracts and Policies
By law, all employees must be given written terms and conditions of employment within 2 months of commencing employment. There are various pieces of information which must be included in these terms and conditions for example place of work, hours and length of service.
Find Out MoreDefending Tribunal Claims
Our specialist team of experts can provide advice and guidance regarding the employer process when presented with a tribunal claim.
Find out more
Defending Tribunal Claims
Our specialist team of experts can provide advice and guidance regarding the employer process when presented with a tribunal claim.
Find out moreEmployment Settlement Agreements
An employment settlement agreement (previously called a compromise agreement) is the only way that an employer can be certain that an employee will not bring a claim against them.
Read moreCommercial Transactions (TUPE)
Our team can provide specialist advice on what Transfer of Undertakings (Protection of Employment) – TUPE – does as well as when it applies.
Read moreChanging Terms and Conditions of Employment
An employee’s terms may change throughout their employment for example in relation to pay. A lot of changes will not be controversial however if an employer wants to do something to the detriment of the employee the employee may be less agreeable.
Read moreData Protection
Employers have many obligations under the Data Protection Act 1998 in relation to how they process personal information lawfully, our experts can provide guidance and advice on what these include.
Read moreDisciplinary Procedure
Employers are obliged by law to provide employees with information about disciplinary and grievance procedures. These procedures must be in line with the ACAS Code of Practice.
Read moreEmployment Status
It is very important to be clear on the status of those engaged to work for you. It is possible that a person may be employed, a worker or self employed (whether through their own limited company or as an individual).
Read moreGrievance Procedure
The grievance procedure which should state that if an employee has a complaint or concern they should attempt to deal with it informally first and if this does not work put their compliant in writing.
Read moreHR Consultancy and Training
We are able to offer advice in relation to all aspects of human resources and can act as an employer’s HR department. We advise on day to day HR issues for example disciplinary matters, poor performance, managing sickness absence and employee grievances.
Read moreHandling Poor Performance
It is very important to deal with performance issues in a different way to misconduct. Our team can provide advice and guidance on how to deal with performance issues.
Read moreHandling Sickness Absence
Our expert team can provide information and guidance on how to handle sickness absence in the workplace.
Read moreRedundancy/Re-organisation
We are able to assist in all aspects of a business re-organisation or redundancy. In some situations a re-organisation may not result in a redundancy situation and an employer may not have to make costly redundancy payments.
Read moreRestrictive Covenants/Restraint of Trade
Employers are entitled to protect their legitimate business interests and this may include seeking to prevent an employee working for a competitor, setting up on their own, stealing customers, dealing with customers or poaching staff. We are able to draft such clauses for employers and provide advice about the meaning and enforceability of existing clauses for potential future employees.
Read moreOur experts
Kate and Rebecca were recommended to me by a family friend . They have guided me through a stressful time with an employment dispute . They have been professional , caring and understanding and I would highly recommend them .
Mr Offord, 28th September 2020
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Read MoreHere to help
Our specialist teams can provide full service legal advice and assistance, providing practical and cost-effective solutions.
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