Law firms are employers and often need legal advice - the presentation forms part of a general overview guide to law firms delievered in Autumn of 2009. It does not constitute legal advice and is for information only.
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Employment Law For Non Employment Law Firms
1. Employment Law For Non-Employment Law Firms Many traditional high street firms still have no presence in the employment sector – as employers they need to....
2. Why look at this issue? Employment law applies to law firms. In my practice I advise other law firms on a regular basis and rather like hairdressers with bad hair styles many still fail to get their houses in order. Larger firms tend to attract a different kind of dispute – partnership, consultants and discrimination.
3. The Minimum? Recruitment to Termination. At the very least firms should have an application process for staff at all levels. Employees should have a written statement of Terms and Conditions of Employment (Section 1 Employment Rights Act 1996) within 8 weeks of starting work.
4. The Minimum (continued) The Section 1 notice is a basic statement – free versions are available online or included in many firms existing precedents (EF&P or PLC for example). In my experience the issue is one of the partners time to complete it. Failure to give this notice can result in a claim to the ET for a declaration (it rarely does) 2-4 weeks gross pay is often paid for any failure here in unfair dismissal or similar claims.
5. Why? It is embarrassing for the firm when it goes wrong? More importantly it helps avoid disputes over hours, holidays, duties