INTRODUCTION
HR in Professional Services.
We know that working in professional services can sometimes lead to disappointment when employees do not come up to the required standard. That coupled with pressures of meeting client demands and needing to get work done has it’s unique HR headaches. Professional services has additional issues stemming from bonus, commissions, cars or other employee benefits.
Employment Law Solutions assist with preventing problems arising as well as holding your hand when issues crop up.
WHAT WE DO
Our solutions to recurring HR Headaches in Professional Services
Commission payments
- Review current commission clauses
- Considering when commission is paid
- Protecting you from every eventuality
- Redraft commission clauses or policies
- Advice on implementing clauses or policies
Staff retention and benefits
- Company car compliance
- Additional annual leave days
- Tax efficient staff benefits
- Employee engagement tips
- Recognising and rectifying employee burnout
Restrictive Covenants
- Review current restrictions
- Check enforceability
- Advice on improvements needed
- Redraft to protect business and staff members
- How to issue new clauses
Poor performance
- How to recognise it
- Implementing a Performance Improvement Plan
- Invitation letters for formal meeting
- Bespoke questions drafted for you
- Guidance on targets to set
WORKING WITH US
Why work with Employment Law Solutions?
“We have been a client of Employment Law Solutions for ten years. In that time, we have occasionally had to use their services and advice. They’ve always provided professional advice and guidance which has been individually tailored to our circumstances and with the best outcome in mind. We can contact the team at employment law at any time to discuss a situation query or concern we have; they are always on hand to advise and provide expert advice on how to deal with or tackle a situation.”
John Henshall, Managing Director at RK Henshall & Co Ltd
NEWS & BLOG
Read all the latest news from the Employment Law Solutions team.
Should I start making redundancies?
In one of the final Acts of the Conservative government, a Code of Practice on dismissal and re-engagement (the Code) more commonly known as “fire and rehire” was passed through Parliament and came into effect on 18 July 2024. This is a statutory code which must be taken into account but it is nowhere near as robust as the Labour Party would like (see our review of the 2024 manifesto here), we can therefore, expect to see further changes to the fire and rehire rules.
Fire and Rehire, a new Code of Practice
In one of the final Acts of the Conservative government, a Code of Practice on dismissal and re-engagement (the Code) more commonly known as “fire and rehire” was passed through Parliament and came into effect on 18 July 2024. This is a statutory code which must be taken into account but it is nowhere near as robust as the Labour Party would like (see our review of the 2024 manifesto here), we can therefore, expect to see further changes to the fire and rehire rules.
Law Change – the Employment (Allocation of Tips) Act 2023
In March 2022, the Government announced plans to introduce a law to manage tipping and ensure that workers are receiving the fruits of their labour. The Employment (Allocation of Tips) Act 2023 and its supporting Statutory Code of Practice (the Code) will come into force on 1 October 2024. So what does the new law say and how will employers be affected?