Contrary to popular belief, an employer doesn’t have to provide an employee with a contract of employment. However, they must provide an employee with a statement of their main terms and conditions within 2 months of the employment commencing (or within 1 month of any change).
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Contrary to popular belief, an employer doesn’t have to provide an employee with a contract of employment. However, they must provide an employee with a statement of their main terms and conditions within 2 months of the employment commencing (or within 1 month of any change).
Most employers do decide to issue contracts of employment as they can cover much more than the basic requirements of the mandatory statement of terms, for example, restrictive covenants.
When offering a role to a new employee or promoting an existing employee it’s essential to make sure you understand what the contract says – and to make sure that there aren’t any surprises.
Having a contract professionally drafted or reviewed before entering in to it can be very beneficial for you so that you can ensure that the contract is appropriate for the employee, bearing in mind their seniority and value to the business, and that it accurately reflects the agreement made between you and the employee.
This guide will help you understand what to look for in finding and buying the ideal commercial premises for your needs.
Mrs L, Old TuptonKatie is understanding, considerate and very kind and thoughtful in her manner.
Talk to Banner Jones. We are ready to help you.
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.
Discover how employers can effectively manage office romances while respecting privacy, preventing conflicts of interest and meeting the duty to prevent sexual harassment. Banner Jones’ Employment Law specialists provide guidance, policies and training to keep your workplace compliant and protected.
Discover how the Autumn Budget 2025 impacts businesses and individuals, and why legal advice is essential for compliance and planning.
The Labour government’s new Employment Rights Bill (published on 18th October 2024) introduces significant changes that aim to improve job security, expand worker protections, and increase flexibility for millions of employees across the UK. Katie Ash, Head of Employment Law at Banner Jones, breaks down some of the key changes and explains who will be affected.
For many businesses, calculating holiday pay is a straight-forward process. Employers are, within the parameters of the law, able to dictate how many annual leave days or hours a staff member is entitled to.
There are many factors to consider when selling a business and it isn’t something that should be entered into lightly. Our free guide runs through some of the important considerations this involves.
As we enter 2024, we’ve been reflecting on some of the significant changes in employment law we have seen over the course of 2023 which employers need to be aware of. These include amendments to the flexible working regime, further deliberations about employment status by the Supreme Court and considerable changes to the calculation of holiday pay. 2024 looks set to be a big year for change in employment law, so here we have done a roundup of key developments in 2023 and have highlighted the ‘ones to watch’ in 2024.
This guide will help you understand what to look for in finding and buying the ideal commercial premises for your needs.
Our Business Legal Services team pride themselves on being able to offer high quality ‘city style’ advice in a user friendly, cost effective manner to local, national and international businesses.
Would removing non-compete clauses improve worker’s rights? Theoretically, they’re supposed to be in place for C-suite level employees to prevent them taking business secrets to competitors. So, is it necessary to make low-level workers sign non-competes too? Is it too harsh?
In this issue we cover lots of topical business issues and challenges from Mergers, Layoffs, Going Global, Commercial Property and more
Holiday pay for those who work only part of the year and have no contractually set hours should be calculated on the basis of average earnings, the Supreme Court has confirmed.
The cost of defending Employment Tribunal cases can vary significantly and could cost your business anything from £10,000 to £50,000. Then if the claimant is successful, there will be the cost of compensation on top of this. The average award for an unfair dismissal case in the UK is a little under £7,000, with claims resulting from discrimination costing significantly more. Businesses also need to consider the hidden cost of employment law claims caused by the damage it can do to their reputation as an employer and as a business that clients and customers want to work with. Often this cost can be more damaging than the award itself.
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In our latest blog Head of Employment Law, Katie Ash, goes through the eight key steps to lawfully recruiting someone into your business. It can be a costly mistake to ignore the rules and get this wrong.
Over time, the gap between women’s and men’s median hourly earnings has been narrowing. In fact, according to the Office for National Statistics (ONS) it has fallen by over a quarter among full-time employees in the last decade.
For many, 2020 will go down in history as the year that changed everything, and one of the most significant changes was the way in which we work.
When the first cases of the novel Coronavirus (COVID-19) were reported last month, it was widely assumed it would run its course relatively quickly, with a minimal number of people affected resulting in little impact on the UK economy.
Mrs L, Old TuptonKatie is understanding, considerate and very kind and thoughtful in her manner.
Mr. Richard Kay, Operations Manager, Stagecoach East MidlandsWe have used Banner Jones for employment advice for over 20 years and the team have always found the best approach to resolve our problem
Mr A, ChesterfieldExcellent service due to business relationship with our solicitor.
Mr P, RotherhamService was incredible. Lee Foster made the transition smooth and easy. Thanks Lee!
Amy Sawicki - Senior HR Advisor Ferdinand Bilstein UK LtdSara Patel and the team at Banner Jones have supported us with more complex HR queries, and we are very happy with the service provided. The team are knowledgeable and understand our business to give us the best advice and support required. I would not hesitate in recommending the Employment team at Banner Jones.
AmyKatie has supported our business for the last 9 years. Initially we had no in house HR so we relied upon her quite heavily to help draw up contracts and company handbooks and support us through different processes, gradually over the years we have developed our own HR practices but have maintained contact with Katie on an ad hoc basis for her expert advice, sometimes for the "big stuff" , or more often just for reassurance that we are doing the right thing. I would highly recommend Katie (& Team) for employment law advice, they are reassuring , thorough and expedient in all of their dealings with us. Katie understands our needs as a business, and how we work, so is able to tailor her advice to our business whilst providing clear legal advice.
We have teased that she is our "Wonder Woman", but we mean it. There are times in employment law where you can feel vulnerable or out of your depth, and she has definately come to the rescue!
