Recruiting, Managing and Dismissing Employees
Recruitment
How do you advertise a job vacancy fairly and ensure that it is in no way discriminatory? How do you ensure that you select the right person for the job without any potential discrimination creeping into the selection process?
Our team of employment lawyers can review and update your procedures, as well as monitoring paperwork and helping you throughout the recruitment stage, so as to minimise the risk of discrimination claims.
Management
Experience tells us that too many employers tend to leave employment law problems to fester and grow, as opposed to dealing with them as they arise. This leads to disgruntled employees and bigger, more contentious issues emerging. It is always best practice to be pro-active and deal with staffing issues in such a way as to eliminate problems before they arise and not wait until an employee lodges a grievance, becomes unmanageable or takes the matter to an employment tribunal.
Employment law experts at stevensdrake can guide you through the process of disciplining employees, dealing with grievances and allegations of discrimination, victimisation or harassment, to ensure that your workforce is, as far as possible, harmonious.
Dismissal
On occasion, it becomes necessary to dismiss staff. Do you know how to dismiss an employee correctly, in line with the relevant statutory procedures?
We can guide you through the statutory procedures to limit your risk of automatic unfair dismissal claims. They can also advise you when it may be commercially appropriate to offer an employee a formal Compromise Agreement to settle any employment claims the employee may have (in return of an agreed payment) and draft the Agreement for you.
TUPE Transfers
If you are considering buying or selling a business (or part of a business) which includes staff, generally speaking, those employees will automatically transfer over to the new owner of the business. The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) protects transferring employees in such situations. The Regulations are extremely complex and expert advice is always required whenever they might apply.
Failure to comply with the TUPE Regulations can leave you with costly claims from each employee transferring and open your business up to tribunal claims.
We can assess your potential liability under TUPE, in addition to suggesting commercially viable ways of minimising the impact of the Regulations.
