Supporting business with good practice

Business organisations usually operate with established procedures for the employment of people and the conduct of the employment relationship. However, a particular procedure may be identified as needing to be updated or an audit carried out on a range of procedures and operations for managing the employment relationship.

We provide a comprehensive range of services in the field of employment relations and employment law. In employment relations we can assist in the review and modernisation of a specific practice or design and assist in the introduction of a new practice or procedure – or just advise of individual issues – covering the employment obligations shown below.

Contracts of employment

The law does not require a contract of employment in writing but it does require employers to give their employees a written statement of terms and conditions of employments. Support may be provided to:

Contents: There will also be a range of employment rights and regulations that need to be understood and taken into account.

Reference staff handbooks: the contents to align with the written statement of particulars.

Variations of contract: Usually care and sensitive negotiation is often possible for the employer to achieve an agreed and satisfactory outcome.

Employee records have to keep and maintain records and where necessary comply with statutory record-keeping requirements.

Service contracts for senior directors, senior executives and other senior employees, it is generally appropriate to draw up a more detailed contract of employment.

Record of achievement

We are regularly engaged by firms to review and recommend appropriate action on employee relations issues, involving every aspect of the employment relationship whether contentious or non-contentious.

Pay and benefits

Design – shape and content – of pay and benefits facilitates recruitment and retention of skilled people. A pay policy and procedure will ensure that the right levels of pay to correspond to proper differential of pay and job levels.

Consultation and involvement

Support the obligations for consultation may be met by operating joint consultative committees and health and safety committees with well defined constitutions and purposes. Where trade unions relationships operate then procedural agreements that establish the ground rules for the working together and actual pay and conditions agreements need to be written produced most effectively.

Transfer of undertakings (TUPE)

Planning of transfers of business from the public to the private sector through the contract process as well as private transactions – to meet legal requirements and ensure a smooth transition to continuing efficient operating businesses.

Disciplinary and grievance policies and procedures and absence management

Review current arrangements and ensure well thought out and clearly worded procedures provide for effective management and ast resolution of problems as well as meeting legal requirements.

Workforce planning

Supporting organisational development and stability including design of structures and reporting relationships and clarification of job descriptions.

Termination of employment and redundancies

Reviewing and ensuring that the employer needs to have in place proper procedures for handling the different ways in which the employment relation ends and also ensure proper planning and procedures to handle any unavoidable redundancies.

Service arrangements

The service arrangements would comprise a statement of requirement setting out the overall and specific objectives.

We have a flexible approach to charging rates and are happy to quote fixed prices ans as well as daily or hourly rates.

If a more extensive association is thought appropriate then this can be arranged as within our Employment Management Service (please see prospectus).