Employment Lawyers for Business

Unfair dismissal pertains to the reasons for dismissal and whether the employer acted reasonably, while wrongful dismissal is about whether the employer breached the terms of the contract during the dismissal process. 

Regular compliance audits and legal consultations can help ensure you are aligned with current laws and regulations. 

Redundancy must follow a legally mandated procedure including consultation, fair selection, and offering alternative employment when possible. 

A formal internal investigation should be your first step, followed by disciplinary action if necessary. Legal advice is strongly recommended at all stages. 

Generally, yes. Changes to an employment contract usually require the agreement of both parties unless a specific flexibility clause exists in the original contract. 

Employers must comply with the UK’s data protection laws, which include safeguarding personal data and providing access to it when requested by the employee. 

Yes, remote or flexible working arrangements should be outlined in employment contracts and are subject to existing employment laws. 

The minimum wage varies depending on age and type of employment. Working hours are generally capped at 48 hours per week unless an opt-out agreement is signed. 

Employment tribunals are a type of public hearing between an employee and employer when disputes can’t be resolved internally. Legal representation is advised. 

Right-to-work checks and, if applicable, sponsorship under the UK’s points-based immigration system are crucial considerations when employing foreign nationals.