Getting paid for work you have done is a legal right, not a favour. But most SME owners either do not know the correct steps to take, leave it too long, or handle it in a way that weakens their position before they even get to the formal stage. Here is exactly what to do, in order.
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Taking on your first employee is a significant step and it comes with a set of legal obligations most new employers are not aware of until something goes wrong. Work through this checklist before your new hire starts. Everything on it is either a legal requirement or strongly advisable to have in place from day one.
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Employment tribunal claims cost employers an average of £8,500 to defend, even when they win. Most cases stem from the same handful of avoidable mistakes. Here are the five we encounter most often.
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Vague payment terms, one-sided liability clauses, or a termination right only the other side can use, the wording that causes problems later is often buried in plain sight. Here are the ten red flags worth checking before you sign anything.
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Most SME owners only discover that their contracts are unenforceable, their employment terms are out of date, or their debt recovery process has no legal bite – when something has already gone wrong. This health check takes around ten minutes. It covers the five areas where SMEs most commonly have gaps and where those gaps cost real money. Work through each section. Be honest.
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