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
New Service for Healthcare practices
- Introduction
- How the Advisory Service works
- How to prevent Tribunals from threatening your bottom line
- How the Advisory Service works with in-house Human Resources professionals
Very few areas of law are developing at the speed with which Employment Law is changing.
The impact of Europe, the Government's own actions, and the inevitable effect of no win/no fee Tribunal representation and escalating awards, conspire to encourage an ever higher number of cases through the courts.
Consequently it is difficult enough for even qualified in-house personnel people to keep reasonably up to date and able to advise directors confidently.
If an organisation doesn't have a personnel department, how on earth do managers cope whose focus is on the everyday management of the business?
Very often they get things wrong, frequently with disastrous results.
Busy managers like you can benefit from having unlimited access to a live-manned advisory service where you can speak directly and confidentially to highly experienced employment law and personnel management professionals 24-hours a day, seven days a week.
It's a highly cost-effective way of buying your own out-sourced personnel department, and most of our clients choose to derive added peace of mind by having us underwrite all future Employment Tribunals.
- How the Advisory Service Works
- How to prevent Tribunals from threatening your bottom line
- How the Advisory Service works with in-house HR professionals
If
you are an employee or a student, please click here now
The new Trade Union Recognition legislation came into force on 6th June and threatens every company with more than 20 employees. What steps can you take now to control the potential risk to your business?
New Fairness At Work Legislation provides for 'reasonable time off to deal with family emergencies'. Are you sure you know how to define 'reasonable', 'emergencies' or even 'family', and what are the likely costs of getting it wrong?
What rights does an employee have nowadays when he is being disciplined, and how can you ensure that you are able to enforce your standards on the workforce in a way which will not leave you vulnerable?