Employment Law Advice for Employers
As an employer, you have many legal obligations towards your employees. Employment Law can be an area that sees regular changes and it’s vital that you remain up to date with your responsibilities.
Whether it’s for basic procedures such as contracts and staff handbooks, or you have issues with individuals such as disciplinary matters or tribunals, timely legal advice can save time and cost in the long run.
Our specialist team provides Employment Law advice in different languages and can help you ensure that you meet your duties towards your employees.
What advice might I need on Employment Law?
No two businesses are ever the same and it’s inevitable that your business will change over time. The exact advice and support you need will depend on many factors but could include:
- Drafting of Employment Contracts
- Employee Handbooks
- Unfair Dismissal or Constructive Dismissal
- Redundancies
- Wage Disputes or Equal Pay
- Settlement Agreements
- Disciplinary Procedures and Employment Tribunals
- TUPE
We’ll discuss your business with you and can help you determine the services you may need and recommend the best ways that we can support you.
What other legal services might I need?
As a business, you may need support on other areas of law, such as Commercial Property, Commercial Law, Corporate Law, Dispute Resolution and a wide range of other Business Law services.
We’d be very happy to discuss these areas with you too, so we can provide consistent legal advice covering all of your legal responsibilities.
How do I get Employment Law advice for my business?
Call us on 0208 1111 911 or contact us through the website. We’ll discuss your business and help you determine your requirements for either ad-hoc or ongoing Employment Law advice. Then we’ll recommend the best course of action to help you ensure that you comply with your legal obligations so you can focus on attracting and retaining high quality staff. The initial call is free and we’ll advise you of our fees before you decide to go ahead.
