Contracts of employment are required by law after four weeks with a new employer. Terms are written, implied and also statutory for all employees.

An essential procedure for both employment law, recommended practice & procedure and health & safety. As with all interviews strict guidance on what you can ask, should ask and cant ask need to be considered.

An essential procedure for recommended practice, company procedure and employment law. Can detect a potential claim and hear honest and valuable feedback from employees.

Law 4 Less will advise you or represent you through the procedures, structures and applications of an employment tribunal claim.

Law 4 Less will help and assist you to structure maternity payments, return and leave dates, plans, statutory maternity pay, benefits, bonuses and employers rights, duties and obligations.

Legally required and complex procedure over a number of meetings. Letters, decisions, timings, witnesses, matrix, investigations, selection pool, and redundancy & appeal panel must all be correct, specific and identified.

Legal, statutory and contractual procedures required to be objective, thorough, evidenced and fully disclosable. Procedures have to be followed and render any disciplinary or dismissal automatically unfair without.

Legal, statutory and contractual procedures required to be objective, thorough, evidenced and fully disclosable. Procedures have to be followed and render any grievance finding automatically unfair without.

Having set down procedures to follow means organisations have the right to refuse, move or stipulates when holidays can be taken and what notice, length or period holidays can be taken.

New law dictates full investigations as part of disciplinary hearings. These are required to be objective, speedy, thorough, transparent, witnessed, evidenced where appropriate and decisions appealable.

Minimums as required by law must be followed.

Minimums as required by law must be followed.

Minimums as required by law must be followed.

Working in conjunction with equal opportunities to ensure all staff are treated objectively, without discrimination and that all issues are taken seriously. Gives organisations full description of what racial harassment is.

Working in conjunction with equal opportunities to ensure all staff are treated objectively, without discrimination and that all issues are taken seriously. Gives organisations full description of what sex harassment or discrimination is.

Working in conjunction with equal opportunities to ensure all staff are treated objectively, without discrimination and any employees who require help know where and how to obtain it confidentially and effectively.

Not only a requirement but for organisations to show they actively promote and use is also required.

A steep rise is this area of law means that organisations are required to have their own policy that they actively promote and use allowing any troubled employee to seek immediate help, grievance and assistance.

The appeal procedure is one of the most important, influential and legally necessary parts of the dismissal, disciplinary, grievance or redundancy procedure. Any such procedure being automatically unfair and leading to compensation.