Banner Jones specialist employment law solicitors know that it’s hard for businesses to keep up to date with the constant changes in employment law.
Talk to Banner Jones. We are ready to help you.
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.
Fixed Fee Employer Protection Plan
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.
Katie Ash explains and answers some questions about settlement agreements.
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.
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.
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.
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 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.
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.
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.
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.
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.
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.
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.
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.
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.
In this issue we cover lots of topical business issues and challenges from Mergers, Layoffs, Going Global, Commercial Property and more
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.
Katie Ash explains and answers some questions about settlement agreements.
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.
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.
.
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.
Complying with GDPR is the responsibility of every employee so we’ve written some tips on how you can help your business stay compliant.
Companies are within their rights to monitor the private online activities of their employees when they are in the office.
Mrs H, ChesterfieldI 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 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 D, ChesterfieldI 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 P, RotherhamService was incredible. Lee Foster made the transition smooth and easy. Thanks Lee!
Mr F, BolsoverVery efficient, friendly, personable and excellent service.
Mr S, NewboldExcellent service from Sara Patel at Banner Jones. Thank you for the stress free way you helped me.
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!
