Free Consultation & Discounted Employment Contracts May 2011
Despite recent high profile disputes and significant changes in employment law, too many employers are postponing updating their employment contracts. And too many of the region’s employers are failing to provide contracts at all. This is despite the fact that they are legally obliged to provide a statement of terms. This is leaving many local employers open to potentially costly Employment Tribunal claims when disputes arise.
To try and encourage more employers to be more proactive and prevent avoidable disputes with employees in the future, employment law specialists Martin Searle Solicitors is running a free advice service in May 2011 and discounting its employment contract services.
Director of martin searle solicitors Fiona Martin explains: “Most employers know they should provide their employees with a written statement of terms, but many don’t because of the costs involved. Meanwhile, smaller employers may think they have compliant contracts – but too often these are cobbled together and are not appropriate for an employer of their size. Many then seek legal help when something goes wrong – but often it is too late and they can face the prospect of significant and additional pay outs in the Employment Tribunal.
“Our employment contract advice line and discounted employment contract service will be of interest to all employers who need contracts either because they don’t have them, or their current contracts are out of date due to changes in employment law or because their business or the nature of the work employees are doing has changed.”
To take advantage of the offer employers can call a free advice line for up to 30 minutes’ advice on an issue around their employees’ or contractors’ contractual terms or the company’s policies and procedures. The advice line is open every Tuesday and Thursday (4-6pm) throughout May 2011. Employers can also arrange to email their contracts for a 30-minute audit.
Fiona adds: “Many employers do not know whether they have a worker, an employee or a self-employed contractor on their books. They may have obligations and duties of which they are unaware. For example, a statutory duty to pay staff for holidays. This could result in an Employment Tribunal claim under the Working Time Regulations.”
Best practice employers should review their handbook policies and procedures on an annual basis to ensure that they reflect the needs of the business and current employment law
In addition to the advice line, Martin Searle Solicitors is offering 50 per cent off employment contracts and its employment handbook writing service in May 2011. This represents a saving of up to £500 on a senior contract or handbook.
