At Crombie Wilkinson Solicitors, we believe that well-drafted employment contracts and policies can help your business thrive.
By thinking ahead and clearly planning your policies and procedures, we can help you manage staff expectations and safeguard your interests during any conflicts or disputes.
Our expert team of employment contract solicitors can help you keep on top of ever-changing employment legislation and ensure your contracts and policies are fully legal and up to date – protecting both your business and your employees.
Contact our team today.
Why use an employment contract solicitor?
A good employment contract solicitor can offer advice on employment contracts and ensure you have the right policies and procedures in place to successfully prevent and manage any legal issues in the future.
We can help with the legal side when new staff members join your company by preparing employment contracts and issuing employee term and conditions. We’ll also keep you updated on changes to employer rights and employment laws, and how they might affect your business.
Additionally, an employment contract solicitor can advise you on specific situations, such as the best way to deal with an employee who is in breach of contract or how to handle wage disputes or discrimination claims.
Common employment contract disputes
By implementing well-written contracts and policies, you can help protect your business and your employees from future complications and disputes including:
- Wrongful termination
- Harassment and/or discrimination claims
- Termination agreements
- Wage disputes
- Misconduct and inappropriate behaviour
- Employment tribunals and legal action
Speak to our employment contract solicitors to ensure your policies and procedures are both legal and include all the necessary items to future-proof your business.
How can staff policies and handbooks help my business?
Staff policies can help your business by clearly communicating to your staff what you expect from them and what they can expect from you. This could include performance-related goals, business values or unacceptable behaviour.
In addition, well-written company policies will also keep senior management accountable, help defend against legal claims, assist with establishing fair treatment of all employees, and can serve as a warning by outlining the consequences for anyone who does not follow the rules.
Employee handbooks aren’t a legal requirement, but they’re good practice and can be an excellent source of information for new employees, helping them settle in faster and embrace the company culture.
Staff handbooks have been used by tribunals in the past to make legal decisions that support the employer – so if you’re going to have a handbook, make sure it's carefully checked by an employment contract solicitor who can ensure the wording is correct and the contents are legal.
Top employee policies your business should have
Depending on the culture and industry you work in, there are different types of policies you might want to implement for your business. The following policies are essential for most companies:
- Employee Code of Conduct – Usually lays out the company’s values along with employees’ personal and professional responsibility, including policies on drugs and alcohol, relationships at work, and dress code.
- Employee Disciplinary Action Policy – If an employee violates their contract or the company Code of Conduct, it’s essential to have a clear step-by-step process in place for disciplinary action. Have an employment contract solicitor review this information before you include it in your staff handbook to ensure that all disciplinary action is legal and fair for every employee.
- Employee Grievance Policy – A clear Grievance Policy will outline the formal process you and your employees should follow when filing a formal concern or complaint.
- Policy on Equality and Diversity – A clear Equality Policy can help prevent discrimination or harassment in the workplace as well as promoting diversity during recruitment.
- Policy on Privacy and Data Protection –The implementation of GDPR means employers have legal requirements to protect the personal data of both employees and customers. The Data Protection Policy should clearly state how the company uses personal data and what measures the company is taking to keep it secure.
- Policy on Health and Safety –This policy should document the company’s health and safety responsibilities, including how it plans to prevent accidents and injuries in the workplace. For high-risk businesses, it should also outline procedures in case of an emergency.
- Policy on Working Times, Absences and Holidays – This policy should clarify the company’s position on compassionate leave, sick leave, absence management, flexible hours and hybrid/remote work policies. It should also explain how employees can book annual leave and what the rules are for taking breaks during the day.
- Policy on the Use of Social Media and the Internet – It has become standard for most business to have an Internet and Social Media Policy outlining what information employees may and may not share online, and any rules on internet usage during the working day.
Why choose Crombie Wilkinson?
Crombie Wilkinson Solicitors can offer expert advice on work contracts, along with specific employment handbook advice and legal representation in the event of a dispute. We can work with your business and review and draft appropriate policies tailored to your business needs.
Our experienced team of employment contract solicitors have worked with businesses of all sizes and sectors – from startups and SMEs to charities, schools and large corporate enterprises – and will supply the specific employment contract advice that’s right for your business.
We focus on establishing long-term relationships with our clients, taking the time to consider exactly what your business needs now, and how we can support you and prevent problems from arising in future.
Contact our specialist employment law solicitor today and see how we can help your business.