The legal system, and particularly in areas of employment law, is often perceived as being about seeking remedies or defending claims after things have gone wrong. This is akin to closing the stable door after the horse has bolted.
Whilst we can offer a full range of support services and advice once an employee's complaint has been received, including assistance at all stages of the Employment Tribunal process, we prefer to be actively involved early on in the employment relationship to prevent potential problems before they develop rather than being used purely as a distress purchase.
Where a business acquisition or office relocation is contemplated or redundancies are envisaged, we can advise on the legal and practical implications including the many procedural requirements and costs as well as assisting in the implementation of these decisions in the most seamless and painless way for your business and its staff.
Where staff sickness or conduct is an issue, we can help in the conduct of the investigation of the problems including, where appropriate the disciplinary procedure, and will endeavour to allow you to find a resolution to the situation before the disruption to the business becomes significant or the relationship with the employee irretrievably breaks down. We will also settle exit packages and compromise agreements when dismissal is advised or becomes necessary.
We can assist with:
- Corporate immigration issues
- Disciplinary and dismissal issues - practice and procedures
- Discrimination
- Employment Tribunal representation
- Exit package guidance
- Family firendly rights
- Holiday entitlements
- Providing or reviewing employment contracts policies and service agreements
- Recruitment and offers of employment
- Redundancy and re-organisation
- Staff absence issues
- Staff conduct and performance issues
- TUPE obligations on sales / acquisitions or outsourcing
- Working Time Regulations
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