We understand that the fast-changing world of employment law can be difficult, time-consuming and expensive to navigate, yet it is important to get it right.
gmh solicitors specialises in helping small and medium-sized businesses manage their HR affairs.
Our particular focus is –
- drafting and updating employment contracts and staff handbooks
- drafting and negotiating restrictive covenants
- advising in relation to business reorganisations
- managing employee dismissals of all kinds, including individual or collective redundancies.
- drafting and negotiating settlement agreements
- day-to-day employment law queries
We do not litigate, but can refer to litigation lawyers if this becomes unavoidable.
We provide training to key employees or HR professionals and can also act as an HR advisory helpdesk.
gmh’s top ten things to consider …
Clauses in an employment contract
2) Have you sent an offer letter containing basic terms and conditions? If so, is the employment contract consistent with the offer letter?
3) What is the notice period, both from and to the employee? Minimum notice periods are required by law but these are often extended by agreement. Consider what is market practice for an employee in this position.
4) Is it appropriate to have a pay in lieu of notice provision? It might be important if, for example, the contract contains post termination restrictions.
5) Are any such post termination restrictions reasonably drafted? Too wide and they may be unenforceable.
6) Have you properly described all the benefits the employee has been promised, such as pension contributions, share options, medical cover, life assurance and short and long term sickness pay?
7) Have you specified how much holiday the employee can take and what the process is for taking it? What happens to unused holiday?
8) Have you agreed what the employee’s duties and job title will be?
9) What are the hours of work? There are laws in place governing how many hours someone is allowed to work.
10) What other policies and procedures do you have? Consider which ones should be contractual. Has the employee seen copies of them?
1) Recruitment and Selection
2) Equal opportunities
3) Dignity at Work (including Bullying and Harassment)
4) Disciplinary and grievances
5) Health and Safety
6) Time off
7) Family – parental rights such as maternity, paternity, adoption and dependents’ leave
8) Statutory flexible working arrangements
9) Pay and pensions
10) Email and social media
“I would have no hesitation in using Katherine again on employment law matters, and you can quote me!”
As a business owner, I wanted to be confident that we were compliant with the latest regulations, incorporating best practice for the benefit of our people and, where necessary, to protect the business. Across all of these matters, Gill grasps issues quickly and offers a well-balanced, commercial approach, together with a high level of professionalism and superb client care.
I recommend gmh solicitors to others without hesitation.”