Percy Hughes and Roberts

Employment
Business Services
Litigation
Wills trusts and probate
Property
Family
Accidents
Home page
Contact us
Find us

Regulated by the Solicitors Regulation Authority

Employment Services

Services

Employers need to be fully aware of the frequent changes in legislation and developments in case law that will affect their business. Our expert Employment team gives practical advice to both employers and employees alike on the full range of employment situations as well as on policy, procedure and the drawing up of contracts and other agreements, with the pursuit and defence of claims in Employment Tribunals and the Civil Courts.

• Employment Contracts
• Employment Documentation
• Disciplinary and Grievance Procedures
• Termination of Contract
• Unfair Dismissal and Wrongful Dismissal
• Redundancy
• Employment Tribunals
• Sex, Race and Disability Discrimination
• Harassment and Victimisation
• Compromise Agreements
• Transfer of Undertakings (TUPE)
• Maternity and Family-Friendly Rights
• Health and Safety at Work

Employment Contracts

By law an employer must provide an employee with their employment terms (known as a statement of terms) within 2 months of the employee's start date. However, a statement of terms is the bare minimum required by law. A comprehensive contract of employment allows an employer to specify an employee's duties and responsibilities; this also means that an employee knows exactly what is expected of them. We can help you draft employment contracts with clauses to suit your particular business.

Top

Employment Documentation

We can assess your current arrangements and where appropriate, identify and suggest solutions for existing and potential problems. Our expert Employment team can draft all employment documentation for you including staff handbooks, manuals, disciplinary and other procedures. We can provide tailor made agreements to suit your particular requirements.

Top

Disciplinary and Grievance Procedures

The Employment Act 2002 (Dispute Resolution) Regulations 2004 made it a legal requirement for all employers, regardless of their size, to have disciplinary and grievance procedures. The Regulations introduced statutory minimum procedures which cover disciplinary rules and procedures for handling discipline, grievance and appeals. All employers and employees must follow the minimum 3-step process when dealing with most dismissals, disciplinary actions or grievances, otherwise they could face a financial penalty should a dispute reach a tribunal. If an employer fails to follow the minimum procedure a dismissal will become automatically unfair where the employee has the right to claim unfair dismissal. We can draft procedures for your business and guide you through the process.

Top

Termination of Contract

We can guide you through the procedures to be followed on the termination of a contract of employment.

Top

Unfair Dismissal and Wrongful Dismissal

We have extensive experience of representing employers and employees in claims arising from dismissals, whether the dismissal is unfair or in breach of contract.

After one year of working continuously for an employer the majority of employees are entitled, by law, to protection against unfair dismissal. Some dismissals are automatically unfair. An employee does not need one years service with an employer to claim unfair dismissal if the dismissal is related to, for example:- pregnancy or maternity, trade union membership or activities, health and safety, or enforcing a statutory right (please note this list is not exhaustive). Our Employment team provides prompt and practical advice both to employers and employees enabling steps to be taken to pursue objectives or protect a position as appropriate.

Top

Redundancy

Statute defines the circumstances under which an employee may be classed as redundant, and a thorough procedure needs to be followed in order for the redundancy to be fair. We can expertly guide you through the procedures required.

Top

Employment Tribunals

We can help both employers and employees try to resolve issues and negotiate settlements without matters proceeding to Employment Tribunal. If matters do proceed, we have experienced advocates to represent both employers and employees in Employment Tribunals.

Top

Sex, Race and Disability Discrimination

Our expertise is wide ranging, covering sex, race and disability discrimination claims. We can also advise on new legislation dealing with discrimination on other grounds such as sexual orientation and religion.

Top

Harassment and Victimisation

The Employment Equality (Sex Discrimination) Regulations 2005 came into force on 1 October 2005 introducing a number of amendments to existing sex discrimination legislation. One of the most publicised of these was the introduction of a statutory definition of sexual harassment.

We are able to deal with harassment and victimisation claims enabling us to empathise with individuals who have suffered harassment and also advise employers on how to handle harassment in the workplace.

Top

Compromise Agreements

A compromise agreement is sometimes offered by employers when terminating an employee's employment. In such an agreement the employer will offer financial compensation in return for you signing a compromise agreement giving up your rights to bring a related claim against the employer. If negotiated properly a compromise agreement can be an effective way to make sure you are adequately compensated for the termination of employment without bringing a claim against your employer which can be time consuming and expensive.

If you are offered a compromise agreement you must take independent legal advice as soon as possible. We have lengthy experience in both drafting and negotiating such agreements.

For employers we can draft agreements and advise on how to handle the often difficult termination of employment problem.

Top

Transfer of Undertakings (TUPE)

We have extensive experience in providing practical advice on TUPE issues in transactional work and on outsourcing employment termination, including compromise and other settlement agreements, as well as taxation implications and avoidance.

Top

Maternity and Family-Friendly Rights

The right to maternity leave and pay and other family friendly rights such as paid paternity leave and the right to request flexible working are extremely complex. Both as an employer and an employee it is important to be fully aware of the rights in this regard. We can advise you of the most recent legislation changes.

Top

Health and Safety at Work

The Health and Safety at Work Act 1974 and the Regulations made under it impose a series of important duties on employers and employees. We can advise you about those duties and draft documentation to suit your particular needs.

Top


About Us