- Workplace Grievances
- Settlement Agreements
- Whistleblowing’ Claims
- The contract of employment
- Maternity pay and maternity benefits
- Flexible working arrangements and employment rights
- Disciplinary proceedings
- Workplace discrimination
- Employment tribunals for employers
- Corporate immigration
- Workplace bullying and harassment
Whenever you and your business are ready to recruit new staff, our employment law solicitors will be able to help you. It is essential to fully understand your legal obligations when it comes to the recruitment process and the selection of new staff members, and our specialist team of employment law solicitors will be on hand to guide you through the process. Please contact us to discuss your requirements, and we will be very happy to help you.
As an employer, you must advertise the vacancies arising within your organisation and objectively short-list and interview interested candidates before making your final selection. Ideally, more than one person should be involved in the recruitment and selection process, as this will make it easier to avoid bias and discrimination.
You must not imply that you will discriminate against applicants in any way when drafting your job advertisement, although there are a few exceptions; for example a female employer may look for a female carer to assist with personal care.
You should not ask candidates about the nature of any ‘protected characteristics’ during the selection process. ‘Protected characteristics’ include aspects such as their marital status, sexual orientation or religious beliefs. You may only enquire about a candidate’s age or date of birth if there is a minimum age requirement for the role in question.
Speak to a Solicitor
Deutsche Bank is reorganizing it’s divisions and their leadership. Amongst others the Chief Regulatory Officer, the head of US, and the head of US broker-dealer might depart, according to Bloomberg. Staff at Deutsche Bank’s London and New York offices…