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.
Employer Protect consists of three main elements: compliance, ongoing HR and employment law advice and support, and (if selected) employment protection insurance.
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.
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.
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.
I recently used Katie Ash for an employment settlement agreement. I found her to be very knowledgeable, friendly and she explained points clearly, and used understandable language.
Mrs H, Chesterfield
Katie is understanding, considerate and very kind and thoughtful in her manner.
Mrs L, Old Tupton
We 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. Richard Kay, Operations Manager, Stagecoach East Midlands
I was so impressed with Katie’s advice. She was very professional, to the point and helped me in what was a very difficult situation. Her advice gave me the confidence I needed and was a real boost.
Mr D, Chesterfield
Service was incredible. Lee Foster made the transition smooth and easy. Thanks Lee!
Mr P, Rotherham
Very efficient, friendly, personable and excellent service.
Mr F, Bolsover
Excellent service from Sara Patel at Banner Jones. Thank you for the stress free way you helped me.
Mr S, Newbold
Sara 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.
Amy Sawicki - Senior HR Advisor Ferdinand Bilstein UK Ltd
Katie 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.
Amy
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!
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.
Our employees are all in their early twenties if we employ someone in their sixties they would be out of place. Do we have to hire someone of this age?
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