Employment Law Compliance UK —
Protect Your Business Before Problems Arise

Free contract templates are frequently outdated, non-compliant with post-April 2020 Day 1 requirements and missing clauses essential for enforcement. A non-compliant contract can create rights for employees that were never intended. We prepare tailored contracts for each role and business — typically for a fixed fee that costs far less than one day of an employment solicitor’s time.

The most expensive HR mistake is dismissing an employee — even for justified reasons — without following the ACAS Code process. A procedurally unfair dismissal can cost 25% more than a substantively unfair one. We advise on the correct process for every disciplinary situation before any action is taken.

Dismissing for poor performance without documented performance management — written warnings, improvement plans, review meetings — creates unfair dismissal risk. Documentation must begin early — not when dismissal is already being considered. We advise on performance management documentation from the first formal warning.

Statutory redundancy pay is based on age, weekly pay (capped at £643/week in 2024/25) and years of service. Getting the calculation wrong — in either direction — creates additional claims risk. We calculate statutory redundancy pay precisely for every redundancy situation.

Since April 2020, a written statement of particulars must be provided from day one and must include: employer and employee names, start date, pay and frequency, hours of work, holiday entitlement (including how it accrues), notice period (from both sides), job title and job description, place of work, any applicable collective agreements, pension arrangements, and the disciplinary, grievance and sickness procedures. Additional particulars (training entitlements, other benefits) can be provided later in supplementary documents.

The ACAS Code of Practice on Disciplinary and Grievance Procedures is a statutory code setting out the expected process for dealing with disciplinary matters and grievances. Employment tribunals must take it into account when adjudicating claims. Where an employer unreasonably fails to follow the Code, tribunals can increase compensation by up to 25%. Where an employee fails to follow it, compensation can be reduced by up to 25%. Following the Code correctly is therefore critical in all disciplinary and grievance situations.

Employees need 2 years’ continuous service to bring an unfair dismissal claim — except for automatically unfair dismissal categories (whistleblowing, pregnancy/maternity, trade union activity, asserting a statutory right, making a health and safety complaint) where there is no qualifying period. The qualifying period means employers have more flexibility in the first 2 years — but correct procedure should still be followed to avoid automatically unfair dismissal risk.

The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) protect employees’ rights when their employment transfers to a new employer — typically when a business or part of a business is acquired or when a service contract changes hands. Under TUPE, transferring employees retain their existing employment terms (including continuity of service) and the new employer takes on all employment liabilities. TUPE has significant implications for business acquisitions, outsourcing and insourcing — we advise on TUPE implications for all business transfers.

You have 28 days from receipt of the ET1 to file your ET3 response. Failure to respond means the tribunal proceeds on the claimant’s version of events. Before responding, review the claim carefully, identify the relevant facts and any procedural issues, gather documentation (contracts, written warnings, meeting notes, emails) and take professional advice on the merits. Most tribunal claims are resolved through ACAS early conciliation before the hearing — early professional advice maximises your negotiating position.