Employees are a key resource, and the following are our top tips when considering employment of any staff in any business.
1. Make someone responsible for HR whether it is yourself or an expert manager, get them well trained and have available to them expert advice so they can take responsibility for staff and ensure there are clear lines of responsibility.
2. Contracts, handbooks and policies and procedures. Please make sure that these are well drafted by expert solicitors to set out clearly the areas of responsibilities, all duties, hours and restrictions that are necessary to protect the business.
3. Incentives. What are you doing to motivate staff through pay, bonuses, promotions, access to equipment or additional staffing? Be clear and be honest.
4. Investigations and disciplinary procedures. Getting this wrong can cost thousands of pounds. Please make sure there are properly drafted procedures for all investigations and disciplinary matters –
and follow them!
If you are considering buying a business the following points of consideration are essential:-
- Get good accountancy advice. You are going to need an accountant at some stage in any event so you may as well get them in early to look at the target company. They can carry out full due diligence in respect of financial and tax matters.
- Consider the structure of the deal. Do you have to buy the shares or would it be possible to just buy the assets, goodwill and intellectual property? There are advantages in both scenarios, and much depends on the particular…
With the recent concerns over snow day chaos and the impending poor weather conditions, employers are rightly questioning how they should, legally, be dealing with employee difficulties. The guidance below is offered on some of the most common issues arising:
Where staff are unable to access transportation to work, the employer is not necessarily obliged to deal with this issue. Employers are under no obligation to offer time off paid or otherwise where staff are unable to get to work, in most circumstances. The exception to this is where the transport is provided by the employer, for example on…
For many people, a law-firm is seen as a resource to use when something goes wrong, and while we are certainly there to help in times of crisis, it is more beneficial (and cost-effective) to try and prevent issues arising in the first place – we specialise in “Preventing Legal Problems”.
Business partners, customers, suppliers, staff; many aspects of a business have the potential to cause significant problems if mishandled.
Far too often, businesses operate without any clear terms in place, and it is not until something goes wrong that they realise how exposed they really are.
Business partnerships formed on a…
Leading regional law firm Peter Lynn and Partners have played a central role in a deal that sees Swansea City Football Club take full operational control of the Liberty Stadium.
Led by senior Partner and head of Commercial Services Peter Lynn with vital support from the head of Commercial Property Chris Tymanowski and head of Employment Law Stuart Atherton; the law-firm have been working closely with the club for over 18 months to get the deal over the line.
Peter Lynn commented, “We are extremely pleased with the outcome and are proud to have played such an integral part in this…
The BBC has reported the latest legal decision to affect the so-called “gig economy”. This expression refers to working arrangements between parties in which one or both of the parties try to establish that the other is a self-employed independent contractor.
It is essential in a working relationship that proper consideration is given to the status of the worker. The consequences of getting it wrong can be far-reaching and expensive! The law recognises three working status being Employee, Worker and Self-Employed Contractor.
The scope of legal protection and entitlement varies greatly between each of the three categories. It is an employee…
With the school year back up and running, there are many parents who are looking to return to the workplace on a flexible basis and to work around school hours.
Whilst many businesses may be unable to accommodate this type of working, more and more companies are seeing the benefit of providing flexible working arrangements to tap in to the pool of skilled and experienced parents looking to return to the workplace.
Existing staff can benefit too and whilst there is no mandatory requirement to grant flexible working, parents of children aged 16 and under (disabled children under 18) and carers…