Five Reasons Why You May Need an Employment Law Solicitor

Author: Robert Berry-Smith

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If you're an employer, there are a number of scenarios where you may require an employment law solicitor. Here are five reasons why establishing contact with one could be a good idea.
1. Many companies wait until something goes wrong before reacting to it and when it comes to legal issues, that's often the case. It can lead to complications as they belatedly find out the course of action they've taken went against their legal obligations or even that action could have been taken sooner. By having a relationship with a solicitor, it means you can contact them at any time and get advice before you decide how to deal with a certain situation. They'll also help you be fully aware of any responsibilities and requirements you need to meet.
2. One of the most recent developments to have an impact on businesses is TUPE (or Transfer of Undertakings (Protection of Employment) Regulations to those not in the know). First launched in 2006, it can be a blessing and a curse in certain situations, but most companies are still left scratching their collective heads wondering whether it applies to them. An employment law specialist will be able to explain everything to you, so you don't find yourself in a tricky predicament.
3. In the lifetime of most companies, there comes a time when a restructure or reorganisation will need to take place. This may involve redundancies, either on a large or small scale, or even relocations for certain staff. In these circumstances, a fair and objective selection process must be used. Plus, did you know that if you are planning on making 20 or more redundancies within a 90 day period, then you are legally required to carry out a formal consultation process? If you require further advice or want to avoid costly and stressful employment tribunals, make sure you consult an employment law solicitor.
4. Most companies will also have some experiences of grievances and problems between employees from time to time, and even between employee and employer. With the risk of the problems escalating and even ending up in court, it's important to take quick action. A solicitor can be brought in to act as an independent mediator to let people put forward their viewpoint and speak openly and honestly without fear of any recriminations. The problems can then be dealt with and everyone can move on.
5. If your company has 50 or more employees, then you are legally required to put in place information and consultation agreements. This ensures that for all economic and employment related matters, a company must consult its employees if requested to do so by at least 10% of its workforce. A legal expert can help you make sure everything is in place and you don't get caught out by an employee who knows more than you do.