A well drafted contract of employment and staff handbook is important in promoting an effective working environment and can avoid unnecessary misunderstandings between employer and employee.
Our employment team at Wilson Browne Solicitors has assisted numerous employers by helping the avoid potential pitfalls by drafting contracts of employment that are tailored to the meet the specific needs of their business. We also have extensive experience on the use and enforceability of restrictive covenants, which are clauses designed to protect the business once the employee’s employment has terminated.
An employee’s terms will usually alter during their employment (for example, their pay may increase). Most changes will be uncontroversial, but sometimes a business will want to do something that the employee is less willing to accept. In these cases, we can advise on how to make the change legally binding while minimising any possible disruption.
With regard to employment policies, there are some that are a legal requirement or can have a significant legal impact, such as grievance and disciplinary rules and procedures and health & safety policies, but there are a variety of other policies that are often adopted by employers. With such a multitude of policies it is easy to see how they can become over complicated and out of date.
Our team can review your existing policies to ensure that they are up to date and fit for purpose. Alternatively, if you do not have any policies in place or you are simply looking to replace your existing polices, we have a fixed price package for 11 clearly drafted, fully bespoke, up-to-date, core HR policies. The policies cover absence management, disciplinary and capability, redundancy, equal opportunities, whistleblowing, harassment and bullying, grievances, bribery, holiday maternity and paternity and social media. All of this is available for a fixed price of £295+ VAT.
We have also produced a series of guides to assist with this area, which can be viewed via the following links:
• Providing a reference
• Hiring an Employee
• Automatic Pension Enrolment
• Salary Sacrifice Arrangements
• Employee Share Schemes
• Restrictive Covenants in Employment Contracts
• Employment Status
• Changing Terms of Employment