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Employment Law For Non Employment Law Firms
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Employment Law For Non Employment Law Firms

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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 …

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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  • 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