HR and Employment
Newly formed businesses and other Small Medium Enterprises (SME) are normally not in a position to have dedicate HR professionals on site. Start ups and SME are the clients we are aiming to assist so that they can “get on with business” and not be preoccupied with administration.
Employers are required to have a multitude of documents in place in addition to providing job descriptions and the minimum terms and conditions of employment. In most cases, a full and detailed Contract of Employment is recommended.
In addition, employers are required to have equality policies in place to avoid discrimination and systems in place to meet health and safety legislation to ensure a safe work environment.
Employers may need to take disciplinary action or manage an employee grievance. A fair and recognised procedure needs to be established and other issues and expectations can be set out in the Company Handbook.
Redundancies and termination of employment relationships are extremely complex. Failure to follow a fair procedure can result in claims for unfair dismissals and awards of large amounts of compensation by employment tribunals.
Where claims are lodged with employment tribunals we can assess and advice on the merits, engage in early negotiations and mediation through ACAS and deal with all procedural matters before the tribunal. We can instruct suitable Counsel where deemed necessary after consultation with our clients.
- Letters of Engagement
- Company Handbook
- Grievance and Disciplinary Procedure
- Terms and Conditions of Employment
- Redundancies and Termination
- Employment Tribunal Representation
Speak to our employment team before you act. Early advice consistently produces better outcomes.
When should I instruct an employment solicitor?
Early instruction almost always reduces cost. If an employee has raised a formal grievance, indicated they may bring a tribunal claim, or you are planning a restructuring that may result in redundancies, take legal advice before taking any steps.
What is the difference between a Settlement Agreement and a COT3?
A settlement agreement is a private contract – drafted by solicitors and signed by both parties. That settles all claims (or specified claims) in exchange for a payment. A COT3 is reached through ACAS conciliation and does not require the employee to take independent legal advice.
Can you help defend an Employment Tribunal claim?
Yes. We advise on response strategy, disclosure obligations, witness statements and representation at preliminary and final hearings. Early engagement provides the best opportunity to settle on favourable terms or to prepare a robust defence.