There’s a lot of noise right now about ERA?compliant contracts and policies, and it’s easy to feel overwhelmed by conflicting advice. But here’s the reality many business owners overlook:
Employment contracts and policies are legal documents which are analysed by judges when matters proceed to court.
They are binding agreements that determine your rights, your risks, and your protection as an employer.
So, while HR consultants play a vital role, they are not legally qualified to assess enforceability, interpret legislation, or protect you from future disputes. Even a small tweak can change the legal effect of a clause — and that’s not something to leave to chance.
There is lots of material out there but whilst government publications and ACAS resources are great starting points, they don’t replace the expertise of a solicitor who understands how the law applies to your specific contracts, your business model, and your risk profile.
Engaging an employment solicitor from the outset can save you from:
- Restrictive covenants that can’t be enforced which can severely damage your business
- Costly tribunal claims
- Compliance breaches
- Reputational damage
HR can tell you what’s practical and help apply and manage the policies and processes on a day-to-day basis, but a solicitor will tell you what’s legally safe.
Yes, a solicitor is more expensive but can save you thousands in the long run. At Peach Law we have the advantage of having both employment solicitors and HR working together to provide the best practical and cost effective support for your business.
