Employers and Glovers

Glovers has extensive experience of advising employers in a wide range of industries on both contentious and non-contentious matters and has developed particular expertise in the challenges facing organisations in the restaurant, retail and finance sectors.

Our work includes:

Employment contracts – the employment contract defines the relationship between employer and employee and is likely to form the basis for any potential liability. Often consisting of a number of different documents and encompassing the firm’s staff handbook, it is vital that all elements are up to date and compliant with current and planned legislation. Our review and recommendation process will ensure clear and concise drafting and minimise the risk of any future disputes.

Discipline and dismissal – faced with employee misconduct, how can an employer avoid the possibility of a claim for unfair dismissal? Glovers can help reduce the risk of any claims by shaping an effective grievance and disciplinary process fully compliant with current law and advising on how it should be implemented. We can also provide guidance on how to deal with specific instances of misconduct on a case by case basis.

Employment tribunals – often a dispute will need to be decided in the Employment Tribunal where both employer and employee are given the opportunity to put their case to an Employment Judge. Glovers’ team has in-depth experience of all aspects of the tribunal process from drafting the necessary forms and witness statements to advising on procedure, going to trial and negotiating with the opposing party (through ACAS where appropriate), aiming to achieve the best possible outcome.

The following scenarios are a few examples of issues/disputes that can and do arise within an employment relationship. Glovers are able to provide clear, concise advice on how to deal with such situations as well as on the facts of your specific case: -

• A senior manager with extensive contacts and ‘insider’ knowledge left his employer to join a competitor. The board of directors wanted to know what legal action they could take under the individual’s contract of employment to protect the business.
• A director had made a series of embarrassing and damaging mistakes in their work. The company was unclear whether it had grounds for discipline or dismissal.
• A senior manager’s ‘hard living’ lifestyle was having a detrimental effect on his work. What action could the employer take to deal with this?
• A manager passed over for promotion claimed that the basis for this action was institutional racism. What actions should the organisation take in its defence?
• A rapidly growing company wanted to introduce measures to encourage executives to work from home extensively, but was uncertain as to what legal obligations this might generate.
• A public company discovered by accident that a senior employee had set up a highly embarrassing Facebook page. What action could and should it take in the circumstances?
• An organisation suspected an employee of fraud but, as yet, had no concrete proof. What actions should it take?
  

For more information about our services in the field of UK employment law and how we could be helping to protect your interests, contact , or