Employment Law Services

It is now a legal requirement to provide a written statement of terms and conditions of employment to an employee or worker on the day that their employment or engagement starts.

In addition to those terms which must be confirmed by law, most employers will also be well advised to consider including terms within their contracts of employment to protect their confidential information and trade secrets. In some situations clauses which seek to prevent employees soliciting their clients and/or colleagues on behalf of a competing business following termination (known as ‘post termination restrictive covenants’) may also be appropriate. 

The Employment team work with employers to put appropriately drafted contracts in place designed to protect the business’s legitimate business interests. We prioritise clear drafting, so that all parties know and understand the obligations which they are agreeing to, thereby reducing the risk of conflict arising.

We also act for senior executives advising on and negotiating new contracts of employment. 

Once the framework of an employment relationship has been put in place in a contract of employment, how that framework is enforced should be fleshed out by robust policies and procedures, which are relevant to the specific workplace and management structure which the employer has in place.  We assist employers of all sizes to introduce appropriate policies and procedures.

We then provide comprehensive support to employers when it becomes necessary to follow a particular procedure, such as in disciplinary, grievance and long term sickness absence situations. This can include drafting letters, providing guidance on how to conduct formal meetings and generally ensure that a compliant process is followed or, where appropriate, providing risk assessments where compliance has not been ensured.

We provide pragmatic and practical advice to employers faced with the prospect of terminating employment relationships. This can be as a result of redundancy, unacceptable performance, ill health or any number of other scenarios. We guide our clients through the various requirements of a fair process in order to put them in the best position to robustly defend any allegations of unfairness which may arise, whilst considering any post termination restrictions which may be necessary.

We also advise employees on their rights if their employment has terminated, including any rights of action in the Employment Tribunal or civil court. 

A settlement agreement is a means by which an employee can validly waive their rights to pursue claims in an Employment Tribunal or civil court in relation to anything which has happened during their employment or which has resulted in its termination. In order to be legally binding an employee must have received independent legal advice on the terms and effects of the settlement agreement before entering into it.

We have significant experience in acting for employers to draft and negotiate the terms of a settlement agreement and in providing the necessary advice to employees who are asked to enter into such an agreement.

For more details please see our Settlement Agreements Factsheet.