The best start to any resolution to a situation is to have been prepared. We encourage all our clients to have robust, legal, complete and up to date documentation and processes to enable a fair and transparent resolution to any employment problem.

Employees are legally entitled to a contract of employment after six weeks of continuous service with an employer. By not having a contract, an employee still accumulates employment rights as there are legal definitions and accrued rights in place to safeguard employees, but an employer will be in a difficult position in a dispute if the relevant paperwork is not in place and up to date.

Business change all the time, downsize, upscaling, merging, reorganising, buying and selling. They need to do this to survive in their marketplace. Employees have to be able to adapt and change too, but they do have rights that are protected and any proposed changes should be transparent, consulted on and properly implemented.

Consultation is key to a successful change and we can help with drafting communications, letters, timetables and advice.

Inevitably there are times when the ideals of the company and the priorities of the staff do not coincide. Unfortunately, staff become sick or are injured, their personal circumstances may change or their actions may not be of the standard that is expected. All these issues occur in every business and providing there are policies and processes already in place to deal with any eventuality, the problem can be resolved with recourse to solicitors, tribunals or courts.

At Llyn Consulting, we do not have a magic wand, but we do have a helping hand and we are here to help.

We can audit your existing employment documentation to make sure it is up to date, compliant and complete.

We can write bespoke contracts of employment, Employee handbooks, policies and processes to ensure you have the best safety net possible.

We can draw up individual policies for your business on a range of subjects from Social Media to Disciplinary Procedure to Maternity/Paternity/Parental leave.

Once we are on board we can ensure that your documentation stays up to date by advising of any legislative or best practice changes, leaving you to get on with managing your business.

For all our clients we continually monitor the legal cases and tribunal awards to ensure that they are up to date with the latest legislation changes and precedents set by the courts.

We update or add to the documentation when required in the light of legal amendments or changes to best practice.

We ensure that the guidance from statutory bodies such as the CBI, Federation of Small Businesses, TUC and ACAS is available to all clients and that such guidance is adopted into all our dealings with employers/employees.

Whatever situation you find yourself in we can find a solution that suits your business, however the best policy is always to have the documentation in place, follow the processes and procedures properly and create a paper trail of everything you can.  Following this guidance you will know that you have done what you can properly, legitimately and fairly for all parties. It is also a great defence on the rare occasions when a dispute escalates further.

We can advise on disciplinary, absence management and performance issues.

We can help and provide advice on reorganisation plans, merger, purchase or sale decisions from an employment perspective.

We can provide template or bespoke letters, staff circulars, scripts for interviews and written timetables for significant projects.

In some cases we can, for existing clients, undertake disciplinary, redundancy or sickness absence interviews with employees on the business’ behalf.