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Employment Advice for Employers

At Carter and Carter solicitors we provide simple, effective legal advice for employers.

HR policies and procedures are often at the bottom of the list of priorities for many businesses so let our specialist employment law solicitors take that pressure away from you.  We can provide you with a complete set of employee contracts, policies and procedures, which we can review on an annual basis to ensure that they remain up to date and effective.  We will also provide you with free regular bulletins to make sure that you are kept fully informed about any changes which could affect your personnel.

What documentation must an employer legally provide to an Employee?

A written statement of particulars of employment must be given to the employee within 2 months of the start of the employment and which will set out:

    • the names of the employer and employee:
    • date when the employment began;
    • date when period of continuous employment began;
    • salary / remuneration and how often payment will be made e.g., weekly, monthly etc;
    • details about the hours of work, (including overtime), holidays and holiday
    • job title or description of job;
    • place(s) of work;
    • the name of a person to whom the employee can discuss any grievance with and details of how the grievance application must be made.
    •  whether the employment is contracted-out (i.e. contracted out of the SERPS part of the State Pension Scheme)
    • disciplinary rules and procedures or refer the employee to a reasonably accessible policy and specify a person to whom appeals against disciplinary decisions can be made.

A written statement of any change must be given to employees within one month after the change.

What documentation should an employer consider providing?

In addition to the written statement of particulars and depending upon what type of business you operate it may also be wise to have policies and procedures dealing with:

  • Rules and Standards of Conduct
  • Probationary periods
  • Performance and reviews
  • Staff training and development
  • Maternity/Parental Leave
  • Whisleblowing
  • Discrimination/Equality/Bullying
  • I.T/Email and telephone usage
  • Data Protection
  • Confidentiality
  • Restrictions
  • Sickness Absence
  • Company Property
  • Health and Safety

If you would like us to discuss your requirements with us then we would be delighted to hear from you.