Starting a business is an exciting time but there are several things you’ll need to consider and our team of experts in Chesterfield, Sheffield and Mansfield are here to help you every step of the way.
You may be uncertain about how to structure you business, how to finance it, whether to employ staff or whether to rent or buy commercial property. It is important to seek the right legal advice at the start of your journey, because if your foundations are not right then the business may have problems growing.
Our team of experts in Chesterfield, Sheffield and Mansfield have years of experience in dealing with local, national and International businesses and we can help with any aspect of commercial law including commercial property, business contracts, terms and conditions, resolving disputes with suppliers through to employment law advice.
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The receptionist staff on both days we visited your office were extremely friendly and the whole experience of dealing with Banner Jones was wonderful
Although you are now part of Banner Jones, to me you are still Glossops, and the service we receive is part of why we have been with you for so many years.
If in future I need legal advice my preference will be with Banner Jones after such great service
It just goes for me to say thank you for your help and assistance and especially the advice in this matter and should A2Z have the need for similar services. We will certainly consider Banner Jones first
Laura, thanks for everything. I hope our paths cross again, you've been very helpful and a delight to work with.
Frequently Asked Questions
Running a business can be extremely stressful so it’s important to have the right partners in place to ensure your business stays on track. As your legal partner we will give you as much or as little advice as you need, but be assured we’ll be with you every step of the way. We can advise you on everything from the renewal of staff contracts through to helping you claim for any unpaid debts.
Exiting a business can be extremely emotional so it’s important to have the right partners in place guide you through the process. As your legal partner we will give you as much or as little advice as you need, but be assured we’ll be with you every step of the way. We can advise you on everything from selling your business premises to raise capital through to full liquidation.
You need to be able to justify if you are asking for certain levels of experience. Advertising for a bus driver who is safe and has had previous experience is one thing advertising for a bus driver with 10 years’ experience is another. The first option leaves your job advert open for all ages to apply. The second rules out individuals who may be in their early twenties.
Other points to consider when recruiting new employees:
- Ensure whoever is interviewing potential employee’s scores interviewees on their skills and competencies as opposed to their age.
- Although they are not discriminatory themselves consider removing any reference to age on your job application forms.
- Don’t ask a potential employee for a physical fitness test unless you require them.
Once you have selected an appropriate employee ensure managers and staff are trained to monitor and avoid any discriminatory behaviour. Also make sure it is clear within any policies you have that discrimination in any form is unacceptable. Ensure managers are fully trained in diversity issues and that they are able to deal with discriminatory issues that arise within the workplace.
Yes you need to be aware of these requirements if you employ anyone of any age. They affect every area of employment as well as the recruitment and selection process. The requirements not only make it unlawful to discriminate on the grounds of age but also harassment whether it be intentional or unintentional or to victimise an individual.
You need to worry not only about your own actions but also your fellow employees who must be discouraged from making offensive or unkind comments about age or anything in between.
As with other areas of discrimination if your employee can demonstrate that there has been a difference in treatment which is due to discrimination it is solely down to you the employer to show otherwise or for you to prove that you have done everything in your power to stop such discrimination. There are no limits to discrimination awards and often they include an aspect for suffering, failure to do so can be expensive.
When you are recruiting employees you need to ensure you are not discriminating for or against anyone due to their age. This means you cannot advertise specific age requirements in any of your job adverts unless you can justify them.
If you interview someone in their sixties and they turn out to be as good or even better than your current employees in their twenties you should not let their age be a determining factor as to whether you hire them or not. Since October 2006 it has been unlawful to reject anyone for an interview based on their age. There is not a lot employers can do to control the age of their workforce therefore you would potentially have to recruit someone in their sixties even if you have a younger workforce.
In 2011 legislation new legislation was introduced making it unlawful to treat anyone differently due to their age except if it could be justified or falls within one of the exemptions to the law. The retirement age of 65 has now been phased out meaning employers can now only forcibly retire workers if it can be justified.
The Employment Equality (Age) Regulations came into effect in October 2006. The retirement age of 65 was phased out between April 2011 and October 2011.