Top Employment and HR Solicitors Based in Coventry & Warwickshire

The employment law team is headed up by Carol Sketchley who deals with all aspects of the employment relationship from the initial advertisement requesting staff through to recruitment, contracts and handbooks, workplace disputes and termination of employment.                                                                                                                                  

It is essential to take advice prior to taking any steps in relation to staff. There are strict laws which apply in recruiting staff to avoid any adverse claims being brought on the grounds of discrimination. Once a new staff member is recruited It is important that they understand the terms and conditions which regulate the employment relationship. A staff contract is essential as is a company handbook setting out those rights and obligations between you as employer and your staff member. If both parties are entirely clear on what is permissible and what is required right at the start then there is less likely to be problems as the relationship develops.                                                                                                                                                                                                                            

In the best run organisation it is sometimes unavoidable that staff members are not suitable or that they commit some offence which necessitates disciplinary action. Prior to taking any such action we always advise that you speak with your solicitor to ensure that it is dealt with in an appropriate manner.                                                                           

From time to time you will have members of staff who may require to take time off due to illness, maternity or paternity. We can advise you on your obligations as an employer and how you should deal with each issue fairly.

Awards for discrimination are now without cap in the Employment Tribunal. If you are employing an employee who is disabled then you have a duty to make reasonable adjustments to assist him or her fulfill their role, and you must ensure that you do not subject him or her to a detriment.                                                                                                        

Even if it transpires that any claims brought by an employee are not well founded, it can cost you as the employer many thousands of pounds to defend your position. This coupled with lost management time, risk to the company and the potential of lost contracts (where disclosure has to be made in tendering) makes it a priority that you do ensure any action you take is correct. We offer a retainer arrangement whereby we check your contracts and terms and conditions contained within the company handbook. We give a 24-hour telephone helpline so that you can ensure you take advice before you take any action in relation to your staff and we also reduce our hourly rate to retainer clients where work has to be done on their behalf. This saving can be substantial and, if you follow our advice, you are unlikely to find yourself in the Employment Tribunal.                                    

On the odd occasion where an employment relationship has soured we can offer you advice in relation to fair terminations of employment and where a commercial settlement is necessary we can draft the settlement agreement for you to ensure that your employee does not come back afterwards and take you to Employment Tribunal.