Every employee is entitled by law to receive a written statement of employment particulars – see separate page.  Failure to provide this can sometimes lead to a financial award in favour of the employee.

In the case of senior employees it may make sense for an employer to put in place more detailed employment provisions.  Examples might include:-

A contract of employment is also a very useful way of clearly setting out the basis of the agreement between the parties.  For example what exactly amounts to misconduct justifying dismissal?

A contractual obligation such as a restraint of trade may be enforced by civil proceedings seeking injunctions/compensation.  Courts are cautious about upholding these clauses and professional advice as to their drafting and enforcement is vital.

All employers are now subject to statutory obligations in relation to a host of matters such as equal opportunities (sex, race, disability, religion and age).  Employers can be “vicariously” liable for the wrongful actions of employees (one example being inappropriate use of email/internet).  It is wise to have in place a Staff Handbook containing policies to deal with these situations – and just as importantly to ensure that your staff are trained to the provisions contained within this Handbook and how to use it.

Lawson Lewis are able to provide expert advice as to:-

We can help you instruct Human Resource Specialists, Occupational Health teams, Performance coaches or others who might help you.

We are able to offer specialist advice.

Call 01323 720142 now for a consultation with a specialist Solicitor  at Lawson Lewis & Co.

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