Can you afford not to seek professional advice on employment law issues?

Consider……………….

The increasing risk

The number of applications to Employment Tribunals has more than doubled in the past 10 years and this rise shows no sign of slowing down according to figures published by the Law Society Gazette on 25th January 2001.

The complex legal issues

UK employment law is now more complex that ever before. It is increasingly regulated by Statute, subordinate Regulations and even Codes of Practice. Add to the equation for good measure the impact of various European Directives on a whole range of issues and it is obvious that there are numerous pitfalls for the unwary.

Do you know the effect, for example, that the failure to comply with any of the following may have on your business?

• Employment Relations Act 1999
• Code of Practice on Age Discrimination in the workplace
• OFTEL Guidance on telephone monitoring at work
• Disability Discrimination Act 1995
• Working Time Regulations 1998
• Maternity and Parental Leave Regulations 1999
• National Minimum Wage Act 1998
• Employment Act 2002

The potential expense to your business…………….

From 1st February 2003 the Employment Tribunal can make compensatory awards of up to £53,500 and this ceiling is now index linked. The Tribunal has the power to award unlimited amounts of compensation in all discrimination cases.

Breaking news…………….

The Employment Equality (Religion or Belief) Regulations 2003 became effective on 2 December 2003.

These regulations implement Council Directive 2000/78/EC of 27 November 2000 and make it unlawful to discriminate on grounds of religion or belief in employment or vocational training. They prohibit direct discrimination, indirect discrimination, victimisation and harassment.

The Employment Equality (Sexual Orientation) Regulations 2003.

These regulations became effective on 1 December 2003.

The regulations implement Council Directive 2000/78/EC of 27 November 2000 and make it unlawful to discriminate on grounds of sexual orientation in employment and vocational training. They prohibit direct discrimination, indirect discrimination, victimisation and harassment.

Regulation 2 defines “sexual orientation” as meaning a sexual orientation towards persons of the same sex, persons of the opposite sex, or to both persons of the same and of the opposite sex.

Tried and tested expert legal advice

“I have had over 10 years experience of using MacLaren Britton Solicitors for all my employment law advice during my time at Bass, Granada and Compass Catering Group – during this time MacLaren Britton have provided clear proactive legal advice in a timely and cost-effective manner. “Know and understand the client’s business objective” is their approach.”
Brian Yewdell
Compass Group UK

“I always feel that MacLaren Britton Solicitors give the best possible advice for the varying situations we sometimes face, and offer a common sense approach which is appreciated by all they come in contact with. In my experience of Employment Tribunals I would find it difficult to find a comparable alternative in the area of legal advice.”
Jacky Popiolkowski
Leisure Link Electronic Entertainment Limited
(the largest machine management company in the world)

“Having used the services of MacLaren Britton on a number of personal legal matters we had no hesitation in engaging them to assist us with often complex employment law issues relating to our client work. MacLaren Britton have repeatedly proved themselves to be extremely professional, innovative and commercial. They have been critical in securing a satisfactory outcome in some very difficult and emotive situations. Not only is their service first class but they also provide excellent value for money.”
David Tonge
Partner, STPC Human Resources

Your next move?

E-mail sbritton@maclarenbritton.co.uk to request free initial without obligation interview to discuss your situation, identify your requirements and, if appropriate, provide an estimate of the likely cost. We can advise and represent you with regards to specific problems or simply audit your existing policies, practices and procedures.