Employment Law For Employers

Employment Law for Employers.

Our highly experienced solicitors will provide you with the practical legal advice you need to handle and resolve any employment issues within your business. We are experts at handling matters such as workplace grievances, disciplinaries and claims of harassment or discrimination.

Blain Boland & Co

Specialist Employment Solicitors.

Our specialist employment solicitors are highly experienced and provide support tailored support to your business in dealing with that important asset: your staff. We work closely with you to keep employment law problems to a minimum by ensuring you have the right systems and processes in place to avoid such occurrences.

We offer ongoing advice through our Employment Protection package to support any issues you may come across to limit any potential impact on your business and resolve issues quickly.

If a dispute does arise, we can help you to resolve it efficiently and effectively.

Blain Boland & Co

Highly Experienced Solicitors.

Our specialist employment solicitors are highly experienced, and will provide you with practical legal advice to help you manage and resolve your employment issues. We will ensure you receive the best legal representation and we will carefully explain the procedure and provide you with the best possible advice.

Our employment law solicitors offer expertise in all areas of employment law, including:

Redundancy Procedures
Employee Contracts and Handbooks
Workplace policies and procedures
Tailored Employment Protection Package for your business and staff needs
Advice on how to handle issue such as grievances, disciplinaries, or claims of harassment, discrimination or unfair dismissal

Our Services.

We offer a range of services to Employees with issues at work.

We can offer one-off advice on an issue at work, through to full tribunal representation where necessary. We offer practical and honest advice to our clients and their issues.

We work with you to understand the underlying issue, and work with your to create a resolution to provide you with your preferred outcome to the situation.

Contracts of Employment.

If you have set up a new business or some or all of your employees do not yet have a contract of employment, it is important to issue these as soon as possible.

We can assist with providing these contracts of employment, as well as provision of your employee handbook with your policies and procedures.

Employment Protection Service.

We can offer businesses our full suite of services on a retainer. We can then set in place your policies and procedures to reduce any future risk to employee issues.

We will also provide best practice advice and guidance with any employment issues that arise, to reduce the risk of any future claims and to protect you and your business. This includes advice on dealing with handling any grievances and disciplinary issues.

Our package is tailored to your business needs, and is bespoke to your business, there are also no long-term contracts like some larger firms will try and tie you in to.

Absence & Performance Management.

If you have an issue with an employee with attendance and absence issues, or you are unhappy with their performance in the workplace.

We can assist in managing the issue in accordance with employment law, and where possible assist with managing the individual out of the business.

We know it is important to listen to the issue, but also to understand your desired outcome of the situation to give you the appropriate option to reach that goal.

TUPE.

If you are taking over a new business the employees will be protected by Transfer of Undertakings (Protection of Employment) regulations (TUPE).

TUPE applies not only when a business is taken over by new owners, but also when the provision of a service changes hands e.g. a service provided in house is awarded to an external contractor, a current contract ends and is awarded to a new contractor.

Under TUPE the employee’s jobs transfer to the new company or new owners, the employment terms and conditions are also transferred, and their continuity of employment is maintained.

We can assist and give guidance on your obligations under TUPE and how to best manage this business transformation.

Redundancy, Consultation & Organisational Change.

If your company is going through organisation change and looking at redundancy as a way to reach this goal, we can assist.

We can give appropriate guidance in how to manage this from a HR perspective, to minimise the risk of any future claims being made by employees. 

Disciplinary, Dismissal & Grievance.

We can provide legal guidance in dealing with these issues with your staff.

Our guidance helps to minimise risk for employment claims from the mishandling of any disciplinary procedures, or handling a grievance raised from an employee.

We can also provide expert advice on the procedures on dismissing an employee where necessary.

WHAT THEY SAY.

Professional - I dealt with Jonathan and Emma during my transaction both were extremely professional and patient with me throughout. I would definitely use them again.

Blain Boland were fantastic with our house sale. We were also leaving the country following our sale. They went above and beyond for us by providing us with correct paperwork to help with the export of our vehicles. Really much appreciated.

Jonathan was wonderful with the sale and purchase of our new home. He was efficient and kept us in the loop at all times. Thank you for all your help with what could have been a very stressful time for us.

Emma has been very professional - kept me well informed - very smooth process everything went to plan. Would definitely recommend.

They were very professional, helpful, efficient and the voice of calm when the sale was getting stressful. I couldn't recommend Emma and Jonathan highly enough.

Frequently Asked Questions.

What is my holiday entitlement?

You can use the Government calculator to calculate your annual holiday entitlement.

What is the qualifying time period for a claim of unfair dismissal?

In most cases, the employee would need to be employed for 2 years or more to have ‘continuous rights of employment’. There are certain criteria where the two-year period is not necessary, and these include but are not limited to the following;

Raising health and safety concerns within the workplace or whistleblowing.
Dismissed from work for pregnancy or pregnancy related issues.
Discriminated against due to a protected characteristic such as your age, disability, race, religion, sex or sexual orientation under the terms of the Equality Act 2010.

How much time after my dismissal from work do I have to make a claim for unfair dismissal?

A claim must be raised within 3 months of the date of termination of your employment. The ACAS Early Conciliation varies this period, a  process which effectively stops the clock ticking.

Can I be made redundant while I am pregnant?

You cannot be made redundant for the sole reason that you are pregnant, this would be in breach of the Equality Act 2010 and you could bring a claim for discrimination. However, if redundancies are being made across the business and reasons outside pregnancy or maternity are highlighted you could still be made redundant in this situation.

My employer is doing something illegal, what are my rights?

You should firstly seek legal advice before taking any action; in this case you would become a whistle-blower that comes with its own rights and procedures. You should review your employer’s whistleblowing policy too.

MAKE AN ENQUIRY

Get in touch with an expert from Blain Boland & Co today to discuss your case and figure out the right next steps