Employees are a company's greatest asset
If a business finds top talent, they’ll want to do their best to hold onto and reward it. To do that, they’ll need the right employment documentation in place.
When things don’t work out between employee and employer, it’s equally important that the right contracts and procedures are in place for employer and employee to go their separate ways with as little fuss as possible.
With a little care and attention, the potential for costly employment mistakes can be avoided. Often this can be as simple as getting the right employment contracts and HR policies in place.
Unfortunately, plenty of employers ignore the basics, which can lead to expensive employment claims and large pay outs.
If you’re an employee who’s been mistreated or unfairly dismissed, it can be a very stressful time and you probably won’t know where you stand. Fortunately, whether you’re an employer or an aggrieved employee, a little advice from a specialist employment lawyer can go a long way.
What can our lawyers help with
We have hundreds of hand-picked and vetted lawyers on our service. Our specialist employment lawyers are able to deal with a wide variety of jobs. Here’s a few of the cases our lawyers regularly deal with:
- Employment documents
- Settlement Agreement
- Dismissing Staff
Although an employment contract, for example, does not have to be in writing (a verbal contract is legally binding), an employer is obliged by law to provide each employee with a statutory written statement within the first two... (continue reading)
There are many different potential claims an employee might have in order to warrant entering into a settlement agreement, for example: harassment in the workplace, breach of an employment contract or wrongful... (continue reading)
Employers with well-trained staff and the right procedures and policies in place generally have little to fear when dismissing staff. Employers who don’t have these things... (continue reading)
However, employers need to be careful that they follow the correct processes when making employees redundant or they could open themselves up to an expensive claim for unfair dismissal... (continue reading)