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Why choose a solicitor for your employment documents?
There are many free employment contracts on the internet. Why have a solicitor involved at extra cost? A good question to ask.
As a firm of employment law solicitors, when Springhouse speaks to you about your contracts and staff handbooks we will make sure we understand your business, apply our expertise, and in addition ensure that:
- You are given the right type of contract. This will include deciding whether or not the contract should be for an employment, freelancer or a worker. We will also help you decide what level the contract should be set at. If there are any special scenarios, such as shareholder status we can help you with that as well. Unless you speak to someone who knows what they are doing, you will never be completely sure that you have put the right contract in place.
- Making sure that the right protections are in the contract and that they are enforceable. The level of protection you need will depend on the nature of your business and the work the person you are engaging will be doing for you. Only by really understanding the situation can you make sure that the correct protections are in place. For instance are there any special qualifications or skills that are required and need to be kept up to date? Will the individual form commercially sensitive business connections or will they be privy to commercially sensitive information?
- Making sure post-termination restrictions are as enforceable as possible. Post-termination restrictions are notoriously difficult to enforce, and should go no further than is reasonable to protect the legitimate interests of the business. This is very difficult to judge, and a good look at the latest position with the case law is essential. Ultimately it is for Judges to decide what is enforceable and what is not but only an experienced employment law practitioner will be able to help you craft restrictive covenants that are as enforceable as possible.
- Making sure the contract is up to date. Employment law changes all the time. Making sure your employment contracts are up to date – and kept up to date – is a specialist job and, as employment law solicitors, it is what we are here to do for you.
- Save costly situations in the future. Clearly investment at this stage has a good chance of saving a lot more money at a later stage, where, you may end up having to pay an employee more than is needed, either because they have employment law claims against you in a Tribunal, or because, for instance, you are paying out a unnecessarily high amount in notice pay. Bespoke paperwork means you will not be out of pocket.
- Peace of mind. Having a specialist employment law firm undertake this work for you will give you the peace of mind that you have the very best contracts in place for your employees, and therefore the soundest possible basis for a central part of your business: your people. If you have us draw up your contracts for you, you will also have the protection of our gold-plated professional indemnity insurance.
Contact our team now about our fixed price employment document drafting service.
Flexible working arrangements, such as hybrid work, flexitime, and compressed hours, have become increasingly desirable for employees looking to balance work and their personal lives. As of April 6th, 2024, UK employment law has undergone significant updates to empower employees with greater flexibility and control over their work lives.
Every April, the Government reviews and makes changes to employment laws, including a review of financial rates. Below we set out a summary of the proposed changes coming into effect in April and beyond.
Bullying in the workplace is a serious issue for workers (29% of whom will experience workplace bullying at some point1), and for employers (bullying is estimated to cost UK businesses £18 billion a year2 and to contribute to the loss of over 17 million working days each year3).
If you're an employee bringing a claim against your employer in an employment tribunal, you may be wondering who you should call as witnesses. Here are some things to consider when making your decision:
In the modern workplace, fostering a culture of inclusivity and ensuring equal treatment for all employees is a crucial aspect of employment law. Discrimination based on disabilities (which can include mental health conditions) is strictly prohibited in the United Kingdom. This article explores the legal framework in UK employment law that safeguards employees against discrimination and highlights the consequences faced by employers who fail to uphold these important principles.
In an era of heightened data protection awareness and stringent regulations like the General Data Protection Regulation (GDPR), employees play a critical role in safeguarding personal data. This article explores the legal consequences that employees may face in the United Kingdom when implicated in data protection breaches at the workplace.
In recognition of the importance of employee well-being, employers in the UK are increasingly implementing well-being initiatives to support the mental health and overall well-being of their workforce. These initiatives, which can include employee assistance programs (EAPs) and wellness programs, aim to provide support, resources, and interventions that enhance employee well-being. This article explores the legal framework surrounding well-being initiatives in UK employment law and highlights the benefits and considerations for employers when implementing such programs.
Creating a safe and respectful work environment is a fundamental aspect of UK employment law. This article explores the legal obligations placed on employers to address workplace harassment, highlighting the measures they should take to promote a culture of respect and protect their employees' mental health.
In recent years, there has been increasing recognition of the importance of mental health in the workplace. Employment law acknowledges the sensitive nature of mental health disclosures and places obligations on employers to handle such disclosures with care, confidentiality, and without discrimination. This article explores the legal framework surrounding mental health disclosures in the workplace, emphasising the responsibilities employers have in safeguarding employee privacy and ensuring a supportive and inclusive environment.
The General Data Protection Regulation (GDPR) revolutionised the way organisations handle personal data, and for Human Resources (HR) departments in the United Kingdom, compliance is paramount. This article provides a comprehensive exploration of best practices for HR to safeguard employee data and ensure GDPR compliance in the workplace.