We act for a number of employers, particularly small and medium sized employers, in advising on the complex issues relating to Employment Law.

Employers need to be ever mindful of the obligations that Employment Law places on them in respect of their staff. These include obligations that apply from day one of the employee’s employment relating to wages, holiday pay, standards of behaviour and non-discrimination. The central right that all employees have is the right relating to unfair dismissal, which employees receive after one year’s service. Employers need to be mindful in respect of any employees with this right, if they decide to terminate the employer’s employment, to do so for both a fair reason and follow fair procedures.

The avenues open to an employer in terminating an employee’s employment are complex but, if carried out correctly, will extinguish any potential liability the employer may have. As an example, an employer wishing to make staff redundant, is entirely able to do so provided a genuine redundancy situation exists and a fair procedure follows. A failure to follow such fair procedures could render a fair dismissal by reason of redundancy, unfair. The same issues in respect of procedure and investigation apply in respect of disciplinary matters.

It is therefore important employers take advice on any employment issues. Employers should also have the relevant documentation in place to govern the relationship they have with their employees. These include a Contract of Employment, Staff Handbook including all relevant policies and, ensure regular communication with the staff concerning issues.

We offer retainer arrangements for employer clients who wish to have such documentation in place and, on a regular basis, wish to also take advice on their Employment Law obligations.  

In addition, should the unfortunate situation arise where you are taken to the employment tribunal by an employee, we can advise on defending such claim, including representation at a final hearing.