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Our comprehensive Employment Health Check can help to identify any issues or concerns you might have about employee contracts, terms and conditions or policies and procedures.
Stay up-to-date with our Employment Health Check
Employment Law changes quickly and it can be a challenge to keep up-to-date. Failure to comply with employment laws can result in legal consequences such as a potential tribunal claim, not to mention damage to your company’s reputation.
At Franklins Solicitors LLP, we’ve developed an Employment Health Check, to help protect your business by ensuring it remains compliant with the latest legislation.
What is an Employment Health Check?
Navigating the complexities of employment contracts can be challenging, and understanding every clause is crucial to protect your interests. Our team of experienced legal professionals are here to assist you with a thorough review of your employment contracts and policies, ensuring clarity and peace of mind.
Our Employment Law Team will take the time to understand the nature of your business, including your goals and any employment law concerns. We will then conduct a comprehensive review of your employment contracts and policies and provide updates to existing contracts where necessary.
Our initial review includes:
Having up-to-date, clear employment policies and procedures in place will reduce the likelihood of disputes. Our Employment law experts will make the necessary corrections to your employment documents, helping to prevent future disagreements and misinterpretation.
Changes to employment law happen frequently and if you do not respond appropriately, your business could be at risk of non-compliance. Our Employment Health Check will support your business to ensure your employment policies and procedures remain up-to-date.
Once we have reviewed and updated your employment policies, procedures and contracts, you can be assured that there is transparency for all parties to understand what is expected of them.
– Expertise: Our team comprises of legal professionals with extensive experience in employment law supporting businesses of all sizes and sectors across all types of legal issues related to employment.
– Transparency: We offer fixed fees for initial reviews and clear, upfront estimates for additional work, so you always know what to expect.
–Â Personalised Service: We tailor our services to meet your specific needs, providing customised solutions for each client.
– Commitment: We are dedicated to protecting your interests and ensuring your employment contracts are fair, clear, and legally sound.
Our initial contract review service is available at a fixed fee, providing you with transparent and predictable costs. We carry out the Employment Health Check for a fixed fee of £500.00 + VAT. Â
Should you require further assistance after the initial review, we offer additional services, including contract redrafting and negotiation support. Any subsequent work beyond the initial review will be provided with a detailed fee estimate, ensuring you have a clear understanding of the costs involved before proceeding.
Our team can help you address any issues identified during the review process, ensuring your contract fully aligns with your needs and objectives.
Our additional services include:
Let us assist you in navigating the complexities of your employment documents with confidence.
To find out more about our Employment Health Check or any of our other legal services, please call today on 01908 660966 or 01604 828282. Alternatively, fill in our contact form and we will get back to you promptly.
In addition to our Employment Health Check, we can help with all aspects of employment law for businesses as well as employees. This includes:
Generally, an employee who has completed the applicable qualifying period of service has the right not to be unfairly dismissed i.e. where an employer terminates an employee’s contract without a fair reason to do so. For these purposes, the employee must have been dismissed in one of three ways: termination by the employer, expiry of a limited-term contract or constructive dismissal.
If an employee believes they’ve been unfairly dismissed, they can take their case to an employment tribunal. The tribunal will consider the reason for dismissal, whether the employer acted reasonably, and assess whether proper procedures were followed.
Employers can minimise the risk of unfair dismissal claims by having clear policies, providing adequate training, following correct disciplinary procedures, and ensuring that dismissals are based on fair and justifiable grounds.
Employees who believe their dismissal was unfair can initially raise the issue with their employer. If not resolved, they may make a claim to an employment tribunal. Subject to the rules on the automatic extension of time for early conciliation a claim for unfair dismissal must be presented within a period of three months starting with the effective date of termination (EDT).
Fair reasons for dismissal can include employee misconduct, redundancy, incapability due to ill health or lack of qualifications, illegality, or ‘some other substantial reason’.
If a business is found guilty of unfair dismissal, they may have to reinstate the employee, re-engage them in a different job, or pay compensation.
If you have any questions about employment law, please don’t hesitate to contact our team of experts who are on hand and ready to help you.
