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Company & Employee Handbook Support for Employers

Employment Policies & Procedures for Startups & SMEs

At Dragon Argent, our expert employment solicitors provide employee handbook support for clients with clear, bespoke, legally compliant advice that enables businesses to protect themselves from employment risk.

Creating an employee handbook is confusing, complex and takes up valuable time. So let our legal experts do the hard work for you, carefully crafting every document, tailoring them to your business, and ensuring they comply with the latest legislation.

or send your enquiry to ask@dragonargent.com

TRUSTED BY FOUNDERS, STARTUPS & SMEs

We’ll help you create compliant employee handbook

The company handbook can begin with an introduction to the company, setting out your organisation’s aims and ethos. It should then explain your company’s employment policies. Employee handbooks vary between businesses. This is because different organisations will have different processes and policies. This is why bespoke advice is essential, as handbooks provide employees with clear guidance on things like:

  • Blowing the whistle

  • Bullying and harassment

  • Data protection

  • Disciplinaries

  • Grievance procedures

  • Health and safety

  • Holiday entitlement and pay

  • Parental leave

  • Performance and appraisals

  • Reward schemes

  • Sickness absence

  • Travel and expenses

  • Working from home

Many small business employee handbooks start with a handful of policies which are added to over time. Our Employment Law solicitors can review and update these to ensure they comply with Employment Law changes. If you would like to speak to an expert Employment lawyer, contact us today

 
 

Cacy Neilson

Head of Employment and Legal Operations

 

Hear what our clients think:

“I worked with Dragon Argent on an urgent legal matter over the Christmas period 2021. Cacy was very responsive, professional and an absolute pleasure to work with, she was able to resolve my matter in a couple of days which resulted in me having peace of mind over Christmas. Thank you Cacy and Dragon Argent for your outstanding professional services, you will certainly be my first port of call for any future matters.”

Lisa Johansen

 

CREATE A COMPLIANT EMPLOYEE HANDBOOKS

Dragon Argent are an experienced employment law firm, based in the heart of central London. Our team can make sure all of your company policies are up-to-date and easy to understand. This can help you to avoid costly litigations and disputes further down the line. Get in touch today at ask@dragonargent.com or fill out the below enquiry form.

 

or send your enquiry to ask@dragonargent.com

 
 

Frequently Asked Questions

  • No, having an employee handbook is not a legal requirement in the United Kingdom. You do however need to produce a principal statement of the main conditions of employment (Contract of Employment) for each employee on or before the day they start working for you. This is legally binding.

  • Alongside a contract of employment, employers must provide their employees with a staff handbook outlining key policies and procedures. If you have five or more employees, the law says that you need to have a written Health & Safety policy. Morevoer the Acas Code of Practice on Disciplinary and Grievance procedures lays down that all employers should have written disciplinary and grievance procedures. An Employee handbook would be a good place to start for this.

  • Yes, we are regulated by the Solicitors Regulation Authority and must adhere to their professional conduct standards at all times. We are regularly audited and always work in our clients best interests.

  • It's good practice to review your Staff Handbook and your company policies once a year. You should also be aware of any changes to employment law and whether they could affect your policies and procedures.

    If you're making changes to contractual policies, you'll need to consult with staff and get their agreement first. If you don't, you could be liable for claims of breach of contract.

    If you're making changes to non-contractual policies, you can do this without getting consent from your employees.