Contracts & Policies
Every workplace should have clear cut policies and employee handbooks, which supplement the contract of employment. This ensures that all parties are clear about the conduct expected and that in the event of a breach, there can be no claims of misunderstanding.
Whether you are an employee who believes policies are discriminatory or missing, or an employer who would like support with structuring the correct framework, our legal team can help. We can provide advice on statutory obligations, such as dealing with sick pay, data protection or maternity leave. We can also supply template policies for contracts and handbooks on all main areas of employment law.
For more information about our employment law services please call us on +44 (0)20 3475 6751 or email email@example.com
More information about HR advisory
Are you looking for information about employment law, including contracts, policies and handbooks? We can help with professional legal advice for employers.
The idea of having extensive employee handbooks and policies to supplement contracts of employment may sound like a lot of extra work. However, it provides clarity to your employees and offers you protection from complaints of unfair treatment or poor practices.
An employment contract is very personal and will be specific to the individual you are hiring. Policies and handbooks are generic and should be available to every employee in the company.
What is an employee handbook?
All of the operating procedures for your company should be clearly set out within the employee handbook. This includes all the policies in force, including those which are legally required such as safety in the workplace and equal opportunity.
The handbook makes it clear to every employee what you expect from them, and what their rights are in certain circumstances. This should include everything from the procedure to book annual leave right through to the whistleblowing policy.
Does my business need an employee handbook?
Every business, no matter how big or small, should have an employee handbook. It should be given to every individual when they join the company and allows you to clearly communicate your culture from the start.
Having a handbook and clear policies set out in writing enables fair and consistent treatment for all employees, and minimises complaints.
You should also include the employee benefits in your handbook so that everyone has a means of checking what they’re entitled to.
Can I keep the same handbook in operation once it's been created?
You only need to draft the employee handbook and your operating policies in their entirety once. However, you should regularly review your handbook to check that it remains compliant and legal. Changes in legislation or company policy may mean changes are required, and this should be communicated to all employees in a timely fashion.
If you need help creating your company handbook and setting up your policies, or you’re looking for a review, our experienced employment law professionals can assist.
YOUR EMPLOYMENT LAW TEAM
Advising the NMEC on the employment implications from the closure of the Millennium Dome and its disposal
Advised a client in the research sector who was being harassed by their manager, and helped expose systemic abuse within the workplace
WHY CARTER BOND
Unlike many law firms when we say partner or barrister led, we mean partner or barrister led. When clients work with us, they get constant access to the lead on their instruction. Yes, we have a team of solicitors and juniors for some of the groundwork and necessary research required by our clients, but this is when it makes financial sense to the client for us to do this. We provide constant contact at no extra cost as part of our service as most of our lawyers have their own business, so they know first-hand how important having a proactive, responsible and trusted partner on their side can be. And also how to work to a financial budget, and the way that legal decisions impact the wider organisation, which often requires balancing risks and competing interests.
Many ask us ‘what’s different about you?’ and we like to reply, ‘because we go the extra mile’. We see our work as building and maintaining good business relationships rather than just earning fees. How we do this is by keeping in constant contact with our clients and intermediaries. From pre to post instruction we ensure that our clients are informed of all legal issues that may impact their business and therefore lives. That is why we provide daily or weekly updates to ALL of our clients whether there is anything to tell them or not (we don’t charge for this we just see it as part of our service). We like our clients to rest peacefully knowing that when we are instructed, and we say ‘we will take it from here’ they know we mean it.
City quality, outer City fees
The world is changing, and many individuals are realising that lifestyle is as vital to them as is income. We are the lucky ones who can hand pick lawyers who can provide the best quality advice but at outer city costs. Our offices are in North West London which may not be the most salubrious in the market but at the same time this allows us to charge our clients for what they pay for, our advice NOT our office space.
ALL our lawyers have previously worked in large city-based law firms and continue to practise and offer the same high level service they provided to clients in the City but without the pressure and demands often dictated by City law firm. This allows us to be competitive on our fees without compromising our service.
All in all, our clients win, which is the way we like it.
Our knowledge and resources are yours
All our clients benefit from the same high level of care and attention whether the instruction is big or small. At the outset of each matter, we discuss the entire process with our clients, including the costs, potential outcomes and issues associated. This is to ensure clients are fully aware, knowledgeable and are in control always. Supporting and ensuring we provide the highest level of services, we offer our constant contact process with the partner or barrister leading your file, a document log in for matters which are for larger and more complicated instructions and on-going support post transaction should our clients require it. Our aim is not just to get the work done, but to make our clients’ lives easier as we do it, which is why we ensure that our clients have regular access to the resources they need from us.
“No nonsense approach, commercially astute and pragmatic, a “can do” attitude which sadly I find to be a rare quality in many Solicitors today.”
“Very thorough and highly competent.”
“Something that could have taken months took days.”
“They went well over and above.”
“Detail-orientated and highly knowledgeable.”
“In a rapidly changing environment having a proactive team of solicitors is absolutely essential.”
“A fantastic company.”
“They really understand the importance and urgency of the matters they are dealing with.”
“They gave me great advice and were able to support me throughout all stages of the transaction. Thank you!”
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Winter is here & so is the snow.
Airports, motorways and sidewalks are slippery, icy or closed.
So, do I have to go to work?
Employment terms often change over time when employees are promoted or receive a salary increase, for example. There are, however, certain changes to employment terms that employees are less willing to accept, such as pay cuts, changes to working hours, or the addition of new duties. It is therefore important that employers understand how to amend an employment contract with minimal risk of conflict.
GET IN TOUCH
For more information, or to discuss your requirements, please contact our team on +44(0) 20 3475 6751 or firstname.lastname@example.org