We prepare Contracts of Employment and Staff Handbooks.
A well-managed workplace needs established standards. Policies and procedures should be reviewed each year or when problems highlight the need. Failure to follow Grievance and Disciplinary procedures is normally a breach of the ACAS Code (1) and will it make it more difficult to succeed at tribunal and awards can be increased by up to 25% as a penalty.
Importantly, managers and staff need regular training on their rights and obligations. In a recent case- Allay UK Ltd v S Gehlen- the Employment Appeal Tribunal found against the employer because training and policies had become 'stale' so it's important to refresh minds.
We prepare Contracts of Employment and Staff Handbooks. They need to be regularly reviewed as they set the scene and allow for prompt action to be taken where employees fall short of what is required and provide channels for raising legal concerns in an orderly way.
Well drafted contracts protect your organisation against poaching staff, ideas and clients and for a reasonable period – normally 6-12 months.
An employer can ask (not insist) that employees consider signing up to new terms and conditions. As long at the reason for doing this are real (for example, working different hours to meet client needs) an employee can be dismissed on notice under ‘some other substantial reason.’
An employer must hold a fair procedure and act reasonably before dismissing an employee who won't agree to new terms so it's important to consult in an open-minded way and consider reasonable concession along the way.
Specialist Employment Lawyers: Contracts & Employee Handbooks
Call our specialist team or make an online enquiry:
London: 020 7247 7190 | Manchester: 0161 850 4095
Birmingham: 0121 728 6518