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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 information only.

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Employment Law For Non Employment Law Firms

  1. 1. Employment Law For Non-Employment Law Firms<br />Many traditional high street firms still have no presence in the employment sector – as employers they need to....<br />
  2. 2. Why look at this issue?<br />Employment law applies to law firms. <br />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.<br />Larger firms tend to attract a different kind of dispute – partnership, consultants and discrimination. <br />
  3. 3. The Minimum?<br />Recruitment to Termination. <br />At the very least firms should have an application process for staff at all levels.<br />Employees should have a written statement of Terms and Conditions of Employment (Section 1 Employment Rights Act 1996) within 8 weeks of starting work.<br />
  4. 4. The Minimum (continued)<br />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. <br />Failure to give this notice can result in a claim to the ET for a declaration (it rarely does)<br />2-4 weeks gross pay is often paid for any failure here in unfair dismissal or similar claims.<br />
  5. 5. Why?<br />It is embarrassing for the firm when it goes wrong?<br />More importantly it helps avoid disputes over hours, holidays, duties<br />