My WordPress

HR Policies From Solicitors London

hr policies solicitors london

Well-drafted HR policies can bring clarity, structure, and control. They help ensure compliance with employment legislation as well as support managers when handling people management issues that may arise.

Establishing and creating HR policies depends on the size and structure of your Company. Larger entities often employ HR specialists to assist them with this process.

1. Health & Safety

Health and safety policies are an integral component of employee management, spanning topics ranging from employee welfare to fire safety procedures. Implementing appropriate policies helps your business meet compliance regulations while protecting staff and visitors alike – ultimately making running it less stressful!

Businesses employing five or more employees are legally mandated to have a written health and safety policy, though even smaller organizations can benefit from one. Your policy should outline your commitment to reducing risks while complying with legal duties relevant to your business, while outlining how in practice you plan to achieve its aims by conducting risk analyses, offering training courses or purchasing safety equipment.

As part of your health and safety policy, it is also necessary to display a law poster and give each employee a leaflet or pocket card outlining their legal duties. Furthermore, visible safety signs like no smoking and slippery surfaces help minimize known hazards and risks in the workplace.

Reviewing and updating your health and safety policy at regular intervals – such as every six months – is recommended in order to prevent future issues and ensure smooth operations of your business.

2. Discrimination & Harassment

The law protects employees against workplace discrimination, harassment and victimisation. Discrimination refers to treatment that is less favourable due to protected characteristics (including age, religion, gender reassignment or disability). This could involve being overlooked for promotion or being subjected to negative comments or jokes; harassment on the other hand refers to unwanted sexual behaviour relating to protected characteristics that includes inappropriate touching and sex-related banter – potentially including inappropriate touching and inappropriate conversations about such topics.

Indirect discrimination occurs when a practice, policy, or rule that affects all individuals has an unequal impact on a group with particular protected characteristics – for example requiring all employees to work until 6pm may disadvantage women who have childcare responsibilities. If a colleague harasses you at work, not only can you take legal action against them directly but you can also claim vicarious liability compensation from your employer as they bear responsibility for what their staff do while at work – this practice is known as vicarious liability.

An employment lawyer can help your company craft policies compliant with UK employment law, reduce legal risks and operate legally. Communication between solicitor and client remains confidential under legal advice privilege, including issues such as grievances and disciplinary procedures.

3. Maternity & Paternity

Maternal and paternal are adjectives commonly used to distinguish relations involving mothers or fathers. They can also serve as gender tests; phrases like maternal instincts and paternal leave use either term respectively as gender indicators; however, parental is an alternative term which can also be used.

Establishing maternity and paternity policies will help employees feel supported during their leave period, and provide clarity among colleagues and managers regarding any absences which might cause confusion or unfairness.

4. Working Time

Flexible working has become an increasingly common part of law firms’ workplace policies, offering employees greater options. But what exactly does that entail for employees? In general terms, employees have the legal right to a maximum weekly working time of 48 hours plus rest periods and 8-hour daily minimum working time per day.

Working time can be defined as “the period during the working day during which a worker is expected to perform duties for their employer”, and excludes travel, waiting around at work for an emergency callout, commuting from home to workplace (unless traveling is part of one’s normal duties), rest breaks such as lunch and coffee breaks, as well as voluntary takeaways of tasks by employees for completion at home (this would usually count as working time). If an employee chooses to bring work home voluntarily in order to finish it off quickly this would usually count as working time;

Fletchers leads the pack this year for the earliest average finish time among UK law firms with staff clocking out by 5.14pm on average, closely followed by Express Solicitors from City-based firm Express Solicitors with 5.33pm average finish times and Weightmans who come fourth. These results come from Legal Cheek’s exclusive survey of 200 top firms.

Scroll to Top