How Can Our Business Service Solicitors Help?
We know that employment regulations are regularly changing and that it can be difficult to keep up-to-date. With Employer Protect your business can relax, safe in the knowledge that when an employment law or HR query arises you can simply pick up the phone to speak to a dedicated expert.
Our fixed-fee solution not only gives you day-to-day reassurance, but our Employer Health Check will ensure that your employment processes and documents are all fully compliant, to help prevent the likelihood of future claims arising.
Employer Protect can also be backed by a leading insurer giving you built in cover for an affordable fixed annual fee (direct from the insurer) - protecting your bottom line, leaving you covered from significant financial exposure.
It is a cost effective solution for your employment law needs. For an affordable fixed annual fee Banners Jones' employment law solicitors and HR specialists can help you with all your employment law issues.
A guide to Employer Protect
Fixed Fee Employer Protection Plan
What Does Employer Protect Include?
Employer Protect consists of three main elements: compliance, ongoing HR and employment law advice and support, and (if selected) employment protection insurance.
1. Compliance
Employment Law Health Check
The first thing we will do is undertake a complete review of your current policies, procedures, contracts of employment and staff handbook to ensure that you are legally compliant. We will ensure that these documents are up-to-date with current employment legislation. If you don’t have these, we will provide them for you.
Tailored Documents
When an issue arises, we will be by your side, providing you with template letters, contracts, policies and forms and helping you tailor them to ensure that they are right for you and your specific circumstances.
2. Ongoing HR and employment advice and support
Dedicated Adviser
To give you the best advice for your business, we need to know you and your business. That’s why you will have a dedicated advisor, available by phone, email and regular 6-monthly review meetings.
Telephone and Email Helpline
You’ll have access to unlimited advice and support on employment law or HR issues.
Regular Updates
We will ensure that you are kept up to date on any key developments in employment law.
3. Insurance
To ensure your bottom line is protected, you can add insurance to cover the cost of employment tribunal claims. The insurance covers not only the legal costs themselves, but also any awards of compensation and/or settlements.
What Does it Not Include?
- Attendance at internal meetings, including disciplinary and grievance hearings, by a Banner Jones representative.
- Drafting and review of bespoke documents, including settlement agreements.
- Advising and negotiations with third parties, including with regards to settlement agreements.
- Advice relating to the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) and all other TUPE Regulations
- Advice relating to Industrial Strike Action.
- Representation in Employment Tribunal proceedings (unless insurance is taken out).
- Any claim by any existing or former employee in any Civil Court or Employment Tribunal in the United Kingdom arising out of the employment or termination (unless insurance is taken out).
Settlement Agreement Advice
Katie Ash explains and answers some questions about settlement agreements.
Employment Law Changes for Employers: Key Updates for 2025 and What’s Coming in 2026
Stay compliant with UK Employment Law changes. Discover 2025 reforms and changes coming in to force in 2026, including flexible working, fire-and-rehire restrictions, ACAS conciliation, and more. Our Employment Law experts in Sheffield, Chesterfield and Mansfield will provide the most up-to-date advice and help you implement the latest employment law changes to keep your business compliant.
Employment Law Changes in 2024 and What Employers Can Expect for 2025
The UK employment law landscape has undergone significant changes in 2024, and more updates are on the horizon for 2025 and beyond. These reforms impact employers, demanding careful consideration by them to ensure they are legally compliant and ensuring they are following best practice.
Labour’s Employment Rights Bill: What changes have been announced and who is affected?
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.
Navigating the recent changes in UK Employment Laws - April 2024
For HR managers and businesses alike, keeping abreast of Employment Law changes isn't just advisable—it's imperative. Here, Katie Ash, Head of Employment Law summarises some recent regulation changes which came into effect in April 2024.
Improved Redundancy Protection for Maternity Leave
New Regulations came into force on 6 April 2024 in England and Wales to give pregnant employees and those on maternity leave or family-related leave better protection from redundancy.
How to calculate holiday pay in 2024: an update on legislative changes
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.
What is Carer's Leave?
Carer's Leave is where employees apply to be absent from work to provide or arrange care for a dependant with a long-term care need.
Changes to statutory Paternity Leave come into force
The Paternity Leave (Amendment) Regulations 2024 have now come into force, bringing with them changes which see fathers or partners of children born or adopted after 6th April 2024 being able to take their paternity leave entitlement in 2 blocks of one week within the first year of the birth or adoption of their child.
Positive Action not Positive Discrimination
People often talk about how certain groups are under-represented within workforces, but what steps can an employer take to redress this? Head of Employment Law at Banner Jones Solicitors, Katie Ash, discusses how employers can use a Positive Action approach to eliminate or reduce discrimination and help these groups access employment or training as outlined in the Equality Act 2010.
Selling a Business - A Complete Guide
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.
Commercial Property - A Complete Guide
This guide will help you understand what to look for in finding and buying the ideal commercial premises for your needs.
Business Legal Services Team
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.
Menopause in the Workplace: What Employers Need to Know
Learn how employers can support staff through menopause and avoid legal risks. Expert advice from Banner Jones’ employment law solicitors in Chesterfield, Sheffield, Mansfield and Dronfield.
Business First Magazine Spring 23
In this issue we cover lots of topical business issues and challenges from Mergers, Layoffs, Going Global, Commercial Property and more
The importance of reviewing & understanding contracts of employment
Employment relationships in the modern working world are vast and varied: from workers, to employees, to consultants, to freelancers. On top of this, businesses operate at all times of day and night, many internationally, and following Covid-19, there is an ever-increasing ability for many individuals to work anywhere in the world.
Settlement Agreement Advice
Katie Ash explains and answers some questions about settlement agreements.
Why businesses should embrace the Employment Bill changes
Workers’ rights have long since been protected by law… to an extent. However, in 2019 the Conservative government promised to introduce a unified Employment Bill which would hold British businesses accountable across the board.
How to avoid an Employment Tribunal
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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Gender Pay Gap Reporting: Your Questions Answered
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.
GDPR – TIPS FOR EMPLOYEES
Complying with GDPR is the responsibility of every employee so we’ve written some tips on how you can help your business stay compliant.
Online Privacy in the Office
Companies are within their rights to monitor the private online activities of their employees when they are in the office.