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Employment contracts, policies and handbooks

Employment contracts, policies and handbooks

Regardless of how motivated, content or loyal employees are to an organisation, it’s not uncommon for circumstances to change. Similarly staff members with access to important commercial information, such as customer accounts, contacts and sales data, can decide to leave suddenly and without warning.

As a result, it’s crucial that your employment contracts, policies and handbooks are designed to not only to provide reassurance and guidance to your employees during their employment, but also protect your business from any future disputes or claims.

It is a legal requirement that all employees are notified in writing of the terms of their employment within two months of starting the job – and failing to do so can heighten the risk of an unfair dismissal claim.

How Loch Employment Law can help

Stock contracts and handbooks are often insufficient for the needs of many businesses, and a more tailored approach is often recommended in order to reflect your business culture. Loch Employment Law can ensure your employee documentation is expertly written, developing bespoke contract clauses and policies for your handbook, covering common concerns such as:

  • Confidentiality clauses
  • Non-compete clauses and restrictions
  • Use of social media and other technology
  • Data protection
  • Environmental concerns
  • Intellectual Property ownership
  • Forfeiture agreements
  • Anti-fraud or anti-piracy clauses

 Your contract, policies and handbooks set out your expectations of employees and what they can expect in return. Clear documentation is key to minimising any disruption to your business as a result of unclear expectations.

Our expert employment lawyers can draft clauses that suit your unique circumstances, and can withstand the closest scrutiny – acting as an effective deterrent against behaviour and circumstances that could potentially harm your business.

Regularly reviewing documentation

In order to ensure that contracts adequately protect your business, it’s important that they are reviewed regularly and kept up-to-date with current legislation.

It is beneficial to establish a culture of routinely reviewing and renewing documentation, mitigating any resistance from employees to any perceived sudden and unexpected changes.

The importance of policies & handbooks

Policies and handbooks can take any number of forms depending on the needs of the business. Whilst not a legal requirement by themselves, handbooks can make managing staff easier and can contribute towards legal compliance. By collecting all your policies and terms together in one place, they can become an invaluable resource for employees to understand what is expected of them, and to refer to in the event of disagreement or confusion.

In cases of disagreement, we can help resolve the situation early on with our mediation services, avoiding escalation into costly disputes or exits disrupting your business.

“The expertise of Loch Employment Law made me feel in very safe hands. Caroline was thorough at explaining the legal situation, giving clear advice and was committed to getting me a fair outcome.
Senior Professional

“Thanks for all your help. Very impressed how you pressed the negotiations forward on Wednesday to allow us to reach a quick resolution.”
App Developer

“Being a new employer can be very daunting but she gave me the confidence to forge ahead with the process always explaining things in a straight forward manner.” Dave Mac, Employer

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