We offer advice to both employees and employers on a wide range of issues. It is our aim to provide guidance and reassurance that individuals and businesses require in employment matters.
Our legal professionals have a range of experience in contentious and non-contentious employment matters. We are able to assist clients in drafting contracts of employment, creating workplace policies and procedures, dealing with redundancy and dismissal and employment disputes.
If you are named in someone’s will as an executor, you may have to apply for probate. This is a legal document that enables you to distribute the deceased person’s estatein accordance with the terms of the will. It entails establishing the accuracy of the deceased’s will, locating and gathering their assets, paying off any outstanding bills and taxes, and then distributing the remaining assets to the beneficiaries.
We understand that employment disputes can be costly and may in some cases carry risks in respect of reputation. We aim to arrive at solutions which reduce this impact and arrive at the most positive outcome for our clients.
The first step in drafting an employment contract is to gather relevant information about the employer’s requirements and the specific role or position being offered.
The next step is to ensure compliance with applicable employment laws and regulations. Employment contracts must adhere to local labor laws, minimum wage requirements, non-discrimination laws, and any industry-specific regulations.
Based on the gathered information and legal requirements, the contract should clearly define the terms and conditions of employment.
The contract should detail the employee’s compensation structure, including salary, bonuses, commissions, or other forms of remuneration. It should also specify any additional benefits such as health insurance, retirement plans, vacation or sick leave entitlements, and any applicable reimbursement policies.
Depending on the nature of the employment, the contract may include clauses regarding confidentiality, non-disclosure of sensitive information, and ownership of intellectual property created during the course of employment. These clauses protect the employer’s proprietary information and ensure that the employee understands their obligations regarding confidential data.
Employment contracts often include provisions for resolving disputes, such as through mediation, arbitration, or litigation.
Once the initial draft of the employment contract is prepared, it should be reviewed by both legal professionals and the involved parties, including the employer and the prospective employee.
After all parties are satisfied with the contract’s content, it can be signed and executed. It is essential to retain copies of the executed contracts for future reference and to maintain compliance with record-keeping requirements.
We offer advice to both employees and employers on a wide range of issues. It is our aim to provide guidance and reassurance that individuals and businesses require in employment matters. If you are seeking a solicitor firm that combines legal expertise, a client-centred approach, and a great understanding of employment law, then Obaseki Solicitors is the right choice for you.
A Settlement Agreement is an agreement between an employer and an employee which both parties enter into voluntarily in order to resolve a dispute between them and/or end the employment contract on agreed terms. Once signed by both parties, then at that stage the agreement becomes contractually legally binding
A staff handbook is a document containing company policies, procedures and practises. This document gives the company and employee a clearer vision of what is expected from both parties. While staff handbooks are not a legal requirement in the workplace, it is certainly best practice to have one in place. It sets out the rights and responsibilities of staff and employers.
A compromise agreement, which is a binding contract, specifies the conditions under which your employment with your current company will end. In order for a compromise agreement to be enforceable under UK employment law, any employee who has been asked to sign one must first consult with an employment law solicitor or other specialist.
The goal of the employment tribunal is to make decisions about workplace issues. Employees have a number of employment rights that are protected under employment law. An employee may take you as the employer to an employment tribunal to seek remedy or compensation if these rights are violated. You may be brought before an employment tribunal for a variety of reasons, including workplace discrimination, an unfair termination, or a wage-related issue.
An employee can make a constructive dismissal claim if they resign because they think their employer has seriously breached their employment contract. If you sign a settlement agreement, you cannot make a constructive dismissal claim to an employment tribunal.