We provide a proactive review of people policies, procedures and processes currently in place within your business. The aim is to highlight any areas of legal non-compliance that need to be addressed, and to suggest ways to achieve best practice for your business - tailored to suit your organisation.
You can then use this report to assist you in the essentials of legal compliance and procedures which are fit for purpose and it will also serve as a tool to help you develop your people plans and activities as your business moves forward.
If you are looking for legal documents for your business and / or employees, you have come to the right place!
If you expect an individual to be working for you for more than one month, you are legally required to draw up a written statement which sets out some of the main terms and conditions of the employment. An employment contract must be issued within 8 weeks of the employee's start date.
Our cost for issuing your employees with an employment contract starts from only £25 per person. This will include any changes or addendums whilst the employee is in your employment.
We offer support for the review, development and implementation of Human Resources policies and procedures for virtually every Human Resources requirement. Examples include:
For an informal and confidential discussion please contact us on +44 (0) 207 993 3368
Best Practice & Legal Advice
Companies are constantly re-structuring and re-organising to face the ever changing economic climate, and if managed correctly you can ensure your business benefits.
Both Employees and Employers need to beware of the rules and regulations of employment law. Both parties also need to know what to do when disputes arise.
How it works
Managing corporate change is never easy, especially where redundancy is involved and within the current climate we understand that some decisions are not easy but rather necessary. Outplacement, redundancy, downsizing, release management, career management or redundancy management are frequent occurrences in today’s business in the UK and the rest of the world. Managing any redundancy situation can be difficult as it not only impacts individuals directly affected, but also on the rest of the people in the Company and the Company image from the outside and your competitors.
However, with the right approach the outcome can be transformed into a positive experience. The essential requirements are good communication, timely planning, careful analysis, effective consultation with your people, sensitivity in approach, appropriate support, and reliable after care and back up all that we at Company Fusion Ltd thrive on. Whether you are a SOHO, SME or Medium to Large Corporate organisation, we offer a comprehensive range of outplacement options to suit your needs.
Our programmes are very adaptable and range from Group Outplacements through to Individual/Executive Outplacements or Combinations to specifically address the sensitive issue at hand.
To understand how we can help your organisation through part and/or all stages of your outplacement/redundancy with a professional consultancy and support process it demands, why not call for a Strictly Confidential discussion.
The TUPE Regulations were originally introduced in order to implement the EC Acquired Rights Directive (sometimes known as the Business Transfers Directive), adopted in 1977. They are designed to safeguard employees’ rights when the business in which they work changes hands between employers. The Directive was revised in 1998, and a consolidated version adopted in 2001. The main impact of the 1998 revision was to give Member States a number of new optional flexibilities to tailor their implementing measures to national circumstances. These flexibilities, and the extent to which the Government proposes to take advantage of them, are described below.
The Government considers that the TUPE Regulations are based on a positive principle – the coupling of flexibility for business with fairness for employees. If made to work effectively, they should assist the smooth management of necessary change, in both the private sector and the public, by giving assurance to and securing the commitment of the employees affected. The Government’s aim in reforming the Regulations is to ensure that they operate as effectively as possible for all those whose interests depend on them.
The scope of the legislation is the most extensively debated and litigated aspect of the current Regulations. Ideally, everyone should know where they stand, so employers can plan effectively in a climate of fair competition and affected employees are appropriately protected as a matter of course. In the past, however, this has not always been the case.
The revised Directive gives for the first time an explicit definition of a transfer of an undertaking, intended to clarify the existing legal position without changing it. The Government proposes essentially to adopt this definition in the new Regulations. This alone, however, may be insufficient to address the problems that have arisen. The Government considers that there may be a case for taking further measures in two particular areas – transfers within public administration, and service provision changes – that have in the past been particularly frequent sources of confusion and dispute.
As these are complex regulations and open to numerous interpretations we are able to offer you sound and commercial advice to deal with and harmonise your TUPE related obligations.