Employment Law
EMPLOYMENT LAWYERS CAMDEN – LAWYERS FOR EMPLOYERS IN CAMDEN
Employment law affects businesses of all types and sizes. It is a vast area of law which is highly regulated by the government. Naturally, it is difficult to know which side of the law your business stands and cut through the jargon of government legislation.
Our employment law solicitors in Camden are here to help your business. Whether you need to implement better workplace policies, draft and negotiate compromise agreements or answer employment tribunal claims, you can be assured that our Camden employment law experts will be happy to help with sensible and practical advice that delivers value for money.
We commonly provide assistance with:
- Recruitment law
- Employment contracts
- Consultant agreements
- Employee handbooks, policies and procedures
- Dismissals
- Disciplinary and grievance procedures
- Performance review
- Redundancy law
- Employment Tribunal claims
- Restrictive covenants
- Transfer of Undertakings (protection of employment) – commonly abbreviated to TUPE
- Compromise agreements
- Maternity and paternity leave and statutory pay
- Sickness and absence procedures
- Working time regulations
Let’s have a look at a few areas in more detail.
Compromise agreements
These are very commonly used and encouraged by statutory law. They are often used by employers when making redundancies, where employees wish to leave after taking maternity leave or due to some underlying grievance. Certain benefits and a payment of a sum of money are offered to employees in exchange for a promise not to take any potential claims to an employment tribunal, which saves time, money and effort.
Dealing with sickness and absence
When approaching the issue, you need to consider the length of the absences, frequency of them and underlying reasons for it. In all cases, you should consult attendance records and the employee to find out what is causing the absences. If the employee is sick, you should consult with them to find out how long they need off work and whether you can offer them any suitable alternative work. If the absence is caused by a longer lasting illness, you may wish to consult with the doctor and have an occupational assessment of the employee done.
If you decide to dismiss an employee, you have to be very careful to follow the correct procedures so as to not unfairly dismiss them, particularly if the underlying reason for the absence is ill health. You should make reasonable efforts to offer a sick employee alternative work. In all cases, you should consult with your employees at all stages, investigate underlying reasons for the absence and try to exhaust appropriate disciplinary procedures if there is no good reason for the absence. Prior to making any dismissal, you should have a meeting with the employee and remind them of their right to bring along a colleague or other suitable representative, such as trade union official. If you decide to make the dismissal after the hearing, you must inform the employee in writing and state that they have a right to appeal the decision.
Get in touch
Please contact our employment lawyers and employment law solicitors in Camden for immediate, free initial assessment of your matter.