It is important to follow a fair and consistent procedure when recruiting new employees. For example, your job adverts and application form should avoid asking questions relating to age, sex or any other protected characteristic. We have provided a number of template documents including a Recruitment Flowchart and suggested Interview Questions for use in your recruitment process. These documents have been prepared on the assumption that your processes and the way in which you collate your recruitment information is compliant with GDPR (the new law that covers data protection), however, if you are in doubt about this, or any other aspect of your recruitment process, then please do contact us to discuss before taking action that may inadvertently put you at risk of a potential claim.

Once you have appointed your star candidate, you will need to provide them with a statement of the key terms of their employment.  This is usually done by way of provision of a contract of employment.  There are hundreds of different types of contract and it is important that, from the outset, the contract is tailored to the employer's business and works for the employer, taking into account the nuances of that employer's business and its particular needs. Please be in touch with one of the team if you would like to discuss contracts of employment.