Is there a need for a solicitor on your start-up company?

A lot of entrepreneurs often are focused on the core areas of their business. These areas would include sales, business development, marketing, production, and customer retention. When it comes to legalities, most entrepreneurs would have very basic to no knowledge about these aspects. Some might want to try understanding these legalities, but others do not have enough time and energy to consider these legal implications when they establish their business. With thousands of companies being established each year, most of them end up fighting a losing battle. The guidance of a solicitor in handling the legalities early on could help these businesses to level down their expectations and understand that there are many aspects to consider and rules to follow to keep the business in good form.

A solicitor can help a business owner in handling disputes related to copyrights, or maybe analyse taxation rules. It is also important to have a legal expert especially if you are a growing company or a larger operation wants to partner with you or want to own some shares of your business. If you want to make your business public, it would also require some legal aspects. A solicitor’s role in your business is not limited to contracts and deals; he or she can help you in setting up the business the right way, making the contracts and agreements and making tax investigations.

The role of a solicitor varies considerably depending on what you need from them. Corporate law covers a lot of ground and you will definitely need a specialist who understands the areas that you need legal advice and support from. The role of solicitors in your business is as important as choosing a guardian for your child. It is important that they are responsible and skilled in handling your business.

Employment Tribunals

The possibility of having a claim made against an employer in an employment tribunal is always a troubling prospect. Almost always, an employer can expect to pay for their own cost, even if the claim is ruled to be unjustified. In the worst case scenario, when a claim is justified, an employer may have to pay a substantial award in addition to the disruption and costs of the employment tribunal case.

By avoiding employment disputes, an employer will minimise the chances of ever facing a claim against them in a tribunal. To do this, it is important to treat employees fairly, honour your side of the contract and comply with all legal requirements. These include working hours, health and safety and flexible working etc.

Always try to promote open communication in the work place. This way, if an employee feels that there has been some injustice, they may want to raise the issue informally with managers first; possibly allowing the problem to be resolved before it even makes it to the employment tribunal.

Regardless, problems in the work place may still arise. This could be when employees need to be disciplined, made redundant or dismissed.  It is advisable to have proper grievance and disciplinary procedures in place as these may also help resolve the issue. It is also wise to follow them and act fairly as failure to do so could lead to the award against you being increased; the employee’s claim against you will also appear to be more justified.

If you are notified of a claim against you, you will need to identify your approach. It is never too late to try to negotiate an agreement. You may do this informally, using the Acas reconciliation service or compromise an agreement through lawyers. If you decide to defend yourself in an employment tribunal, you must gather all the evidence that suggest you are in the right and possibly seek legal aid. Usually, negotiating formally or informally is more cost efficient that fighting the tribunal case.