Our fixed-fee solution not only gives you day-to-day reassurance, but our Employer Health Check will ensure that your employment processes and documents are all fully compliant, to help prevent the likelihood of future claims arising.
Employer Protect can also be backed by a leading insurer giving you built in cover for an affordable fixed annual fee (direct from the insurer) - protecting your bottom line, leaving you covered from significant financial exposure.
It is a cost effective solution for your employment law needs. For an affordable fixed annual fee Banners Jones' employment law solicitors and HR specialists can help you with all your employment law issues.
Employer Protect consists of three main elements: compliance, ongoing HR and employment law advice and support, and (if selected) employment protection insurance.
Employment Law Health Check
The first thing we will do is undertake a complete review of your current policies, procedures, contracts of employment and staff handbook to ensure that you are legally compliant. We will ensure that these documents are up-to-date with current employment legislation. If you don’t have these, we will provide them for you.
Tailored Documents
When an issue arises, we will be by your side, providing you with template letters, contracts, policies and forms and helping you tailor them to ensure that they are right for you and your specific circumstances.
Dedicated Adviser
To give you the best advice for your business, we need to know you and your business. That’s why you will have a dedicated advisor, available by phone, email and regular 6-monthly review meetings.
Telephone and Email Helpline
You’ll have access to unlimited advice and support on employment law or HR issues.
Regular Updates
We will ensure that you are kept up to date on any key developments in employment law.
To ensure your bottom line is protected, you can add insurance to cover the cost of employment tribunal claims. The insurance covers not only the legal costs themselves, but also any awards of compensation and/or settlements.
I recently used Katie Ash for an employment settlement agreement. I found her to be very knowledgeable, friendly and she explained points clearly, and used understandable language.
Mrs H, Chesterfield
Katie is understanding, considerate and very kind and thoughtful in her manner.
Mrs L, Old Tupton
We have used Banner Jones for employment advice for over 20 years and the team have always found the best approach to resolve our problem
Mr. Richard Kay, Operations Manager, Stagecoach East Midlands
I was so impressed with Katie’s advice. She was very professional, to the point and helped me in what was a very difficult situation. Her advice gave me the confidence I needed and was a real boost.
Mr D, Chesterfield
Service was incredible. Lee Foster made the transition smooth and easy. Thanks Lee!
Mr P, Rotherham
Very efficient, friendly, personable and excellent service.
Mr F, Bolsover
Excellent service from Sara Patel at Banner Jones. Thank you for the stress free way you helped me.
Mr S, Newbold
Sara Patel and the team at Banner Jones have supported us with more complex HR queries, and we are very happy with the service provided. The team are knowledgeable and understand our business to give us the best advice and support required. I would not hesitate in recommending the Employment team at Banner Jones.
Amy Sawicki - Senior HR Advisor Ferdinand Bilstein UK Ltd
Katie has supported our business for the last 9 years. Initially we had no in house HR so we relied upon her quite heavily to help draw up contracts and company handbooks and support us through different processes, gradually over the years we have developed our own HR practices but have maintained contact with Katie on an ad hoc basis for her expert advice, sometimes for the "big stuff" , or more often just for reassurance that we are doing the right thing. I would highly recommend Katie (& Team) for employment law advice, they are reassuring , thorough and expedient in all of their dealings with us. Katie understands our needs as a business, and how we work, so is able to tailor her advice to our business whilst providing clear legal advice.
Amy
We have teased that she is our "Wonder Woman", but we mean it. There are times in employment law where you can feel vulnerable or out of your depth, and she has definately come to the rescue!
You need to be able to justify if you are asking for certain levels of experience. Advertising for a bus driver who is safe and has had previous experience is one thing advertising for a bus driver with 10 years’ experience is another. The first option leaves your job advert open for all ages to apply. The second rules out individuals who may be in their early twenties. Other points to consider when recruiting new employees: Once you have selected an appropriate employee ensure managers and staff are trained to monitor and avoid any discriminatory behaviour. Also make sure it is clear within any policies you have that discrimination in any form is unacceptable. Ensure managers are fully trained in diversity issues and that they are able to deal with discriminatory issues that arise within the workplace. Yes you need to be aware of these requirements if you employ anyone of any age. They affect every area of employment as well as the recruitment and selection process. The requirements not only make it unlawful to discriminate on the grounds of age but also harassment whether it be intentional or unintentional or to victimise an individual. You need to worry not only about your own actions but also your fellow employees who must be discouraged from making offensive or unkind comments about age or anything in between. As with other areas of discrimination if your employee can demonstrate that there has been a difference in treatment which is due to discrimination it is solely down to you the employer to show otherwise or for you to prove that you have done everything in your power to stop such discrimination. There are no limits to discrimination awards and often they include an aspect for suffering, failure to do so can be expensive. When you are recruiting employees you need to ensure you are not discriminating for or against anyone due to their age. This means you cannot advertise specific age requirements in any of your job adverts unless you can justify them. If you interview someone in their sixties and they turn out to be as good or even better than your current employees in their twenties you should not let their age be a determining factor as to whether you hire them or not. Since October 2006 it has been unlawful to reject anyone for an interview based on their age. There is not a lot employers can do to control the age of their workforce therefore you would potentially have to recruit someone in their sixties even if you have a younger workforce. In 2011 legislation new legislation was introduced making it unlawful to treat anyone differently due to their age except if it could be justified or falls within one of the exemptions to the law. The retirement age of 65 has now been phased out meaning employers can now only forcibly retire workers if it can be justified. The Employment Equality (Age) Regulations came into effect in October 2006. The retirement age of 65 was phased out between April 2011 and October 2011.
Do we have to do anything else in our recruitment adverts?
Do we need to worry about these requirements if we employ people in their 50’s and 60’s?
How does age discrimination requirements effect the recruitment process?
Our employees are all in their early twenties if we employ someone in their sixties they would be out of place. Do we have to hire someone of this age?
What are the conditions of age discrimination?
What year did the requirements of age discrimination come into effect?
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