T: 01273 761 990 E: info@helix-law.com

Commercial, Employment and Property Solicitors

NOTE: This website uses cookies.

By browsing this website or dismissing this banner you are consenting to their use. Learn more

I understand

Cookies Policy

We use cookies on our website. By using our website you agree to this Policy and you consent to our use of cookies in accordance with the terms of this Policy.

About Cookies

A cookie is a small file which asks permission to be placed on your computer’s hard drive. Once you agree, the file is added and the cookie helps analyse web traffic or lets you know when you visit a particular site. Cookies allow web applications to respond to you as an individual. The web application can tailor its operations to your needs, likes and dislikes by gathering and remembering information about your preferences.

There are two main kinds of cookies: “session” cookies and “persistent” cookies. Session cookies only last for the duration of users using the website and are deleted from your computer when you close your browser, whereas persistent cookies outlast user sessions and remain stored on your computer until deleted, or until they reach their expiry date.

Cookies on this Website

We use Session Cookies and Persistent Cookies on this website.

We use cookies for the following purposes:

  • to recognise your computer when you visit our website;
  • to improve the website’s usability;
  • to administer this website.

Generally, we use cookies to help us administer this website, to improve the website’s usability. We may also use cookies to identify which pages are being used. This helps us analyse data about web page traffic and improve our website in order to tailor it to customer needs. We only use this information for statistical analysis purposes and then the data is removed from the system.

Overall, cookies help us provide you with a better website, by enabling us to monitor which pages you find useful and which you do not.

Cookies do not contain any information that personally identifies you, a cookie in no way gives us access to your computer or any information about you.

We are committed to ensuring that your information is secure. In order to prevent unauthorised access or disclosure we have put in place suitable physical, electronic and managerial procedures to safeguard and secure the information we collect on-line.

You can choose to accept or decline cookies. Most web browsers automatically accept cookies, but you can usually modify your browser setting to decline cookies if you prefer. This may prevent you from taking full advantage of the website.

Third Party Cookies

When you use our website, you may also be sent third party cookies.

Third party cookies may be used for the following purposes:

  • to track your browser across multiple websites;
  • to build a profile of your web surfing;
  • to target advertisements which may be of particular interest to you.

In addition, we use Google Analytics to analyse the use of this website. Google Analytics generates statistical and other information about website use by means of cookies, which are stored on users' computers.  The information generated relating to our website is used to create reports about the use of the website. Google will store and use this information. Google's privacy policy is available at www.google.com/privacypolicy.html.

Most browsers allow you to reject all cookies, whilst some browsers allow you to reject just third party cookies.

This website cookies policy is based on a free document supplied by The Legal Stop Limited through its website www.thelegalstop.co.uk.

Frequently Asked Questions

    1. Do I have to give every employee an employment contract?

    2. Surely there can't be an employment contract if there is nothing in writing?

    3. How do I handle short-term or contract employees - people I'm taking on for a couple of months or less?

    4. We need to make some people redundant. Is it advisable to establish a formal redundancy procedure, and if so, what should it cover?

    5. How much notice do we need to give of proposed redundancies?

    6. A former employee has decided to sue us for unfair dismissal. What is the procedure?

    7. Is it worth fighting a claim, or should we just try and settle out of court?

    8. What is meant by the the duty to make 'reasonable adjustments'? 

    9. If we do settle out of court, is there any way of preventing the employee from coming back for a second bite of the cherry later?

    10. How long is it likely to be before a case comes to a tribunal, and how much will it cost to defend?

    11. An employee left, threatening to sue us, over four months ago. Since then we have heard nothing. Are we off the hook?

    12. What kind of evidence do I need to assemble, for an Employment Tribunal?

    13. Why do we need a written disciplinary procedure?

    14. What should we include in our disciplinary procedure?

    15. In cases of collective redundancy, what information, if any, do we have to provide in writing to employee representatives?
    16. I've heard employees now have to go through conciliation with Acas before they can start a tribunal claim. Is this true?


Contact Helix Law on 01273 761 990 or email info@helix-law.com

T: 01273 761 990
E: info@helix-law.com

Helix LawHelix Law Limited is a limited liability company registered in England and Wales. Registration Number 07845461. A list of Directors is available for inspection at the Registered Office: 1 Frederick Terrace, Brighton, BN1 1AX. Authorised and regulated by the Solicitors Regulation Authority.