HR and employment law

Specialist social care solicitors

Providing a complete range of legal and regulatory services to care providers

Direct contact with a lawyer who provides practical and commercial advice

An in-depth understanding of the key complex issues affecting the sector

Work in partnership with regional care associations

HR and employment law

The effective recruitment and management of care staff are key to achieving and maintaining a safe, caring, responsive and effective care business. Your business and its staff are heavily regulated by CQC so dealing with staff issues requires specialist knowledge of the regulatory system.

Our solicitors have substantial experience in advising care providers on employment and related regulatory issues. These include:

 

  • Recruitment and retention
  • Compliance with the National Minimum / Living Wage
  • Suspending staff and taking disciplinary action
  • Whistleblowing and safeguarding investigations
  • Disclosure and Barring Service referrals
  • Managing sickness absence and poor performance
  • Grievance and discrimination investigations
  • Business immigration
  • TUPE advice on the sale or purchase of a business or on the re-tender of local authority funded contracts
  • Employment contracts for care staff and Registered Managers
  • Policies and staff handbooks for care staff
  • HR training
I have always found them to be accessible and quick to respond to any queries. I am very happy to recommend the Social Care team at Royds Withy King to other care home providers.
Ravi Gidar, Director Gold Care Homes

FAQs

Travel time and sleep-in shifts are ‘working time’ for the purposes of the National Minimum / Living Wage and have to be taken into account when calculating whether your rates of pay are compliant. However, there may be more cost effective ways of becoming compliant than paying all travel time and sleep-in shifts at the National Living Wage. This will depend on your specific pay and working arrangements so you should take specific advice.

If an employee is disabled within the meaning of the Equality Act 2010, you have a duty to consider making reasonable adjustments to the employee’s role before you decide to dismiss them.  If there are no reasonable adjustments, the adjustments have not had the required effect on the employee’s ability to do their role and there are no other suitable roles available, you may have grounds to terminate employment.  However, you should take legal advice to avoid the risk of a costly tribunal claim.


Contact us to find out how our expert team can help.