Employment Law - Get Your Employment Documentation In Order

Disputes with employees can be highly stressful particularly when you are trying to focus on the success of your business.

It’s also easy to fear the worst about what will be required to resolve the dispute. But our advice is simple: get good legal advice as early as possible. Our clients are often surprised how quickly and simply issues can be resolved if given the right advice at the right time. Fears over the cost or legal implications are often unfounded providing help has been sought sooner rather than later. You can call us today for a no obligation chat to find out how you should proceed.
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Our lawyers are experienced in all employment-related matters, both contentious and non-contentious.If you are in need of employment advice, get in touch now.

Our employment law services

Employment law is a complex and fast-moving area of the law. As an employer it is important that you ensure you provide your employees with the necessary documentation.At Setfords we can prepare the full range of employment documentation for you, including:
  • contracts of employment;
  • employee handbooks;
  • director’s service agreements;
  • confidentiality agreements/restrictive covenants;
  • consultancy agreements; and
  • employer policies and procedures.
Even if you have these documents in place we recommend that you get these documents reviewed regularly, to ensure that they remain up-to-date.
Every employer, no matter how well they treat their employees, will at times have somebody with a complaint. Similarly, sometimes an employee may do something wrong, and disciplinary action may be necessary.It is important that the correct procedure is followed when dealing with disciplinary, capability and grievance procedures. It is best practice for an employer to have their own policy in place; even if you do not, however, you should ensure that wherever possible the Acas Code of Conduct is followed.We can guide you through the whole process, including any appeal against the decision. Dealing with disciplinary and grievance issues promptly and effectively will greatly reduce the risk of further legal action being brought against your business.
Agreeing amicable exit terms with an employee can be hugely beneficial to a business. Here at Setfords we can guide you through this process, from having the initial conversation with the employee, through drafting a settlement agreement (formerly known as a compromise agreement), to the point where an amicable resolution is reached.
Discrimination is a complicated and potentially expensive area of employment law. For employers it is particularly important to ensure that all employees are aware of the protection against discrimination other employees have, as you could be liable for the actions of your employees. Employers also need to take care to prevent legal action being taken against them, as the amount a successful Claimant could be awarded is uncapped.Our solicitors are experienced in identifying the warning signs of a potential discrimination issue, and provide accurate and tailored advice to hopefully resolve problems at an early stage. If this is not possible then our lawyers can guide you through the Tribunal process from start to finish. We have achieved notable results in defending employers against claims for (amongst others) pregnancy and age discrimination.
It is a fact of the economic climate presently that redundancies and business restructures continue to be considered by many employers. Our solicitors can provide you with tailored advice to ensure that you follow the correct procedures, thereby limiting the likelihood of a claim being brought against your business.We particularly recommend that you seek legal advice at an early stage if you are considering making 20 or more redundancies.
Sometimes Employment Tribunal proceedings are unavoidable. Whilst it is never easy having such a claim brought against your business, we can guide you through the entire process to either settlement or the final hearing.Litigation can be expensive and time-consuming. It is important that the commercial needs of the business are balanced with the desire to defend it against unfounded and unmerited claims. Whatever type of claim we are defending, however, we will do so robustly and pragmatically on your behalf.Our lawyers are experienced in defending all types of proceedings, including unfair dismissal, discrimination, whistleblowing, and unlawful deductions from wages. We have an excellent track record in successfully defending Tribunal proceedings, and have represented clients from many sectors and industries.
Restrictive covenants are important for an employer to protect its business. Employers need to make sure that, if they wish to impose restrictions on employees, they are professionally drafted. Many restrictions are found to be unenforceable, so it is vital that the restrictions a business wishes to put on an employee are properly considered at the start of (and throughout) employment.Many employees will, or will take steps to, breach their restrictive covenants. We are experienced in assisting clients where they suspect their business is at risk, providing effective and pragmatic advice.
Employment law is evolving, complex and (potentially) costly. It can be hard for employers to stay up to date with the latest developments.We are happy to provide key members of staff, such as HR, line managers and directors, with tailored and timely training. This can be on a one-to-one basis, or to larger groups of employees.We deliver training on all employment matters, such as discrimination, disciplinary and grievance matters, family-friendly rights, and social media.
Setfords can support business wanting to learn more about mental health in the workplace and the effect poor staff wellbeing has on productivity. Setfords offer a full health check ensuring businesses have the framework and resources in place to deal with the most common issues affecting employees’ mental health. To include:
  1. Legal obligations and what to do when faced with a claim
  2. Manager toolkits to improve staff communication
  3. Bespoke stress at work, bullying and harassment policies
  4. Guidance on conflict resolution and grievance procedures
  5. Advice on stress risk assessments
  6. External support and third party agencies