The basic statutory requirement to give particulars of employment may seem straightforward enough to provide, but are you satisfied that you have both tied in and adequately communicated other aspects of expected behaviour and procedure? For example, do you have an e-mail and internet use policy which will ensure that the company’s name is not dragged into the mud by the content of an employee’s personal e-mail sent from work equipment during work time? We can ensure that not only are the basics covered, but that a contract is tailor-made for a particular employment position. Remuneration packaging may need careful thought and drafting, particularly where there are different elements such as bonus and share incentives involved.

 

You may be in demand and have a couple of offer letters on the table at the same time but, do they really reflect what you thought you had agreed with the headhunter? Remuneration packages may be complex, involving combinations of salary, bonus, pension, stock awards or share option schemes. Ensuring you have on paper the deal which you thought you had agreed at the time will mean the employment relationship gets off to the best possible start, and asking us to do a review may be money invested wisely.