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We know the world is changing at an incredible pace. The impact of Brexit and Coronavirus has had a huge impact on not just our day-to-day lives, but also businesses and employment law in particular.
It’s more important than ever for businesses to keep up with the changes in employment law. We’re here to help businesses manage their employee relations and HR requirements, from employment and recruitment right through to departure.Speak With An Expert
Falling foul of employment law can be costly to businesses both in reputation and finances. Spencer Churchill is home to leading employment law solicitors that have a deep understanding of employment law and how it applies to a number of diverse sectors.
We will support businesses in navigating the ever-changing maze of employment law and regulation with clear, transparent and progressive strategies that will minimise disruption and chaos and help maintain a more tranquil working environment for you and your employees.
We’re proud to offer a full portfolio of employment services across all sectors to our clients, so you can leverage our expertise to your advantage and benefit from bespoke advice. Here’s a list of our employment law services and areas:Speak With An Expert
Health & Safety
Flexible Working Arrangements
Managing Sickness Absence
Disciplinary & Grievance
Policies & Procedures
Diversity & Discrimination
Employment law governs the relationship between employers and employees. This includes employer expectations, employee rights, working conditions and entitlements.
Employment law is primarily enforced to protect both the employer and employee within a legally binding contract.
The primary aim of employment law is to protect both the employer and employee by making sure both parties are compliant with employment law legislation. This concerns common workplace issues, such as hiring, dismissal, working conditions, holidays, hours of work and discrimination.
Employment law is usually actioned or enforced when one party claims against another. This could involve an employee claiming against an employer, or vice versa, if a party feels the terms of a contract have been breached.
Modern employment laws as we know them were introduced in the 19th Century, though this was primarily to help “Masters” as they were then known control servants.
Since then, employment laws have thankfully progressed to address other issues of employments, such as working hours, gender and race discrimination, working age, minimum wage and human slavery.
While many employment laws have been written into legislation to protect employees and improve working conditions, employment laws also protect employers.
For example, if an employee breaches the terms of his contract, an employer will have the right to dismiss the employee if there is evidence of the breach. Employment laws also allow both employers and employees to have a clear understanding of the terms of their employment contract.
Employment law covers every element of employment. This includes:
Hiring and recruitment
Salaries and promotions
Protected conversations work very much in the same way as ‘off-the-record” and essentially means an employer can engage in a conversation about the dismissal of an employee without the conversation then being used in an employment tribunal.
There are certain nuances to protected conversations that’s important for employers to be aware of. You can contact us here for more advice on employment law and protected conversations.
Victimisation in employment law is when an employee is punished, typically by an employer, for complaining about workplace discrimination.
There are a number of employment policies every business has to undertake as a requirement by law. At a broad level, the key policies a company needs to abide by are: equal opportunities, health and safety, equality and diversity and disciple/dismissal.
A compromise agreement in employment law is a legally binding settlement that occurs when a dispute is settled between an employer and employee on the agreement of a financial compensation package.
Restrictive covenants in employment law are contractual clauses chiefly designed to protect employers from losing business or employees to an out-going employee or a competitor.
This is commonplace in client-based industries and help prevent an employee from taking clients to a new employer or for their own personal business ventures upon termination of their current employment.
Employment law impacts a business in many different ways because it covers every aspect of employment.
All business owners need to be aware of employment law, rights and regulations. This includes working condition, working hours, workplace discrimination, re-structuring, redunandcies and hiring.
We can provide expert advice and guidance on employment law and how it affects your business. You can contact us here for more information.