For Employers Only
UK Employment Law
Advisory Service
For Employers Only
Free Employment advice is available from grahamsanders.com
Tel: 020 7226 3353
- Employment Advice
- Introduction
- How the Advisory Service Works
- How to prevent Tribunals from threatening your bottomline
- How the Advisory Service works with in-house HR professionals
Free No Obligation Introductory Consultation
An increasingly high proportion of our customers employ in-house professionally qualified Human Resources professionals.
Why then do they need the sort of ongoing assistance, support, and indemnification that we provide?
We recognise the difficulty that even the best personnel people have in keeping up with changes in legislation, case law, best practice, the thinking of Tribunals, etc., etc.
Reading the professional journals and the legal updating services (if they have time for these) is the best that most can hope to manage given the constant pressure of the day-to-day work of starters, leavers, appraisals, recruitment, managing the headcount, supervising the payroll, administering the pensions, etc., etc,.
Increasingly, there is no substitute for working with these knotty legal issues on a daily basis, and particularly there is nothing like standing up in Tribunal week in, week out to keep you properly on top of developments.
And that's where you'll find us. Our job is not to supplant the in-house personnel professional, but to enhance their effectiveness; to provide a professional back-stop; to ensure that they're taking the best strategic approach; and to protect the employer's interests.
We do this at a very modest cost, and when we still end up in Tribunal, we will defend at no further cost, and we will underwrite any subsequent awards, costs or compensation.
Phone 020 7226 3353 to see how we might help you.
If
you are an employee or a student, please click here now
The record award made by a Tribunal in respect of stress is presently £380,000.
Many of the categories of cases heard at the Tribunal now provide for unlimited awards.
What steps can you take now to prevent these potential problems threatening the security and stability of your enterprise?
Is it safe to rely on a probationary period to sort out issues during the first months of employment without employing a full and time-consuming disciplinary procedure?