Employment FAQ's

David Clay in our Employment team deals with some of the commonly asked questions relating to Employment matters for a start up business.

Contact

Address
1 London Street,
Reading,
RG1 4PN

Telephone
+44 (0)118 951 6200

Email
enquiry@fsp-law.com

David Clay

David Clay

Do I need to put everything in writing?

Do I need to put everything in writing?

read more...


It’s essential to issue every employee with a contract of employment and to put in place clear grievance and disciplinary procedures. This will start you off on the right track. Agreed changes to terms of employment should always be recorded in writing, and if you meet with an employee to discuss absence, performance or misconduct you should take a full note of what is said.

What’s the basic minimum I have to provide as an employer? 

 

What’s the basic minimum I have to provide as an employer?

read more...


The national minimum wage depends on a person’s age. It is currently £7.50 per hour for over 25s or £7.05 per hour for those aged 21 to 24. All UK employees are entitled to 5.6 weeks’ holiday a year, which is 28 days (including bank holidays) for someone who works full-time. If an employee can’t work due to illness they’ll probably be entitled to receive statutory sick pay. New auto-enrolment rules will also require you to set up and contribute to a pension scheme (or check your existing scheme is compliant). 

What can I do to attract and retain the best talent?

What can I do to attract and retain the best talent?

read more...


Different employees are motivated by different things. Offering a high salary and bonus scheme will always attract interest, but many people place an equal or higher value on an employer who offers career progression opportunities, supports flexible working and looks after its staff when they fall ill. There are a variety of options when it comes to benefits and what will work in one industry might not in another. Whatever you have planned, we’re here to bounce ideas off and to draft the key clauses you’ll need.  

How do I deal with staff who don’t have the right attitude?

How do I deal with staff who don’t have the right attitude?

read more...


Employees benefit from a wealth of protection under UK and EU law, so you need to take legal advice before issuing any disciplinary sanctions. The right to bring an ordinary unfair dismissal claim only kicks in after 2 years’ service, but discrimination law and many other rights apply from day 1. If you are reasonable and consistent in how you treat your staff then you will strengthen your legal position and should experience fewer problems.