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Recruiting, Managing and Dismissing Employees:

Recruitment

How do you advertise a job vacancy fairly and ensure that it is in no way discriminatory? Are your application forms indirectly age discriminatory? How do you ensure that you select the right person for the job without any potential discrimination creeping into the selection process?

We can review and update your procedures and paperwork and help you throughout the recruitment stage, minimising the risk of discrimination claims.

Management

More often than not 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 the tribunal.

We can guide you through the process of disciplining employees, dealing with grievances and allegations of discrimination, victimisation or harassment and ensuring 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 statutory procedures?

We can guide you through the statutory procedures to limit your risk of automatic unfair dismissal claims. We can also advise you when it is appropriate to offer an employee a Compromise Agreement (a Compromise Agreement is signed by an employee and is used to compromise any employment law claims the employee may have against their employer for an amount of compensation) and draft the Agreement for you for a fixed fee.


TUPE Transfers

If you are considering buying or selling a business (or part of a business) with staff in situ, generally speaking, those employees will transfer over to the new owner of the business. The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) protect transferring employees in such situations. The Regulations are particularly hard to navigate around and are not particularly commercially workable.

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 advise you on the impact of the Regulations and assess your potential liability, in addition to suggesting commercially viable ways of minimising the bite of the TUPE Regulations.