When you are running a business, there never seems to be enough hours in the day.
You know that managing your HR and Employment Law should be a priority. However, you just don’t have the time to dedicate to it. One effective solution is to outsource Employment Law.
If you have no or little idea of how best to deal with a challenging situation with an employee, and take action without seeking employment law advice, you could land yourself in front of an Employment Tribunal.
Challenging issues could include:
- Misconduct
- Disciplinaries
- Redundancy
- TUPE
Rather than risk approaching these employment law situations incorrectly, consider outsourcing employment law matter totalking about – the experts.
4 reasons why outsourcing Employment Law makes good business sense
Dealing with your HR and employment law challenges can involve an endless amount of time, resource, money and paperwork.
Outsourcing employment law relieves that burden and allows you to focus on revenue-generating tasks, work on your business strategy and achieve your objectives.
Do you know how to handle complex grievances? Are you aware of the procedure to follow if an employee commits an act of gross misconduct? Do you know whether you can dismiss someone who is on long-term sick leave?
If not, rather than muddle your way through and get it wrong, outsourcing Employment Law to experts can minimise the risks of Employment Tribunals claims and give you the confidence and support you need to deal with all your day-to-day workplace challenges.
With Ellis Whittam, you will be assigned a small team of named Employment Law experts, who will provide as much help as you require with day-to-day employment law and HR-related challenges. We take the time to get to know your business and the specific challenges you face so that we can function as a trusted extension of your team.
The laws do not remain static – they constantly change and it’s not always easy to keep up to date with what’s happening.
To take the pressure off, our experts will keep tabs on legislative developments. They will make sure that your Employee Handbook policies and Contracts of Employment are clear, robust and legally-compliant. This will reduce reputational and financial risk by ensuring that you are fulfilling your legal obligations and avoiding costly mistakes.
It’s a cheaper alternative to delving deep into your pockets to hire a team of HR and Employment Law experts and giving them all the resources and space they need.
Our fixed-fee outsourcing solution allows for cost certainty and enables you to budget accordingly.
This is a stark difference to using an employment law solicitor.
HR Management Software
If you’re looking to outsource your Employment Law in order to increase your business efficiency, our HR Management Software makes managing employee information simple. Provided as part of our online portal, the software allows you to store employee data, lets you manage holidays and absences, can be used to record training and qualifications, and acts as a reporting tool for managers.
Group HR Director, Cranswick Plc
The benefits of outsourcing Employment Law to WorkNest
Outsourcing Employment Law to WorkNest is your best solution.
We offer:
- A transparent fixed-fee service – No matter how much your business grows, your fees remain the same.
- Quality advice – Our legally-qualified Employment Law Advisers don’t provide generic advice, but advice that is aligned to your business interests.
- Dedicated Experts – Forget call centres and long waiting times. You will be matched with a small team of named, dedicated Employment Law Advisers, who will be able to answer all your enquiries.
- Bespoke drafting of letters and contracts – We don’t just provide you with templates and expect you to fill them in. We can draft contracts, letters, documents and settlement agreements.
Legal Expenses Insurance
In the event of an insured employment dispute, we will defend the claim and the insurance will pay any Employment Tribunal compensation awarded against you or settlement costs.
In addition, our LEI can be utilised to bring pursue claims against former employees or third parties who breach restrictive covenants, such as former employees that contact your clients or work in competition in breach of their Contract of Employment
