Agricultural Employment

Employers must have disciplinary rules and procedures otherwise they are particularly vulnerable when dealing with employees who are not performing properly or who may be suspected of misconduct. Grievance procedures are also vital, to enable employees to raise complaints

We regularly draft appropriate disciplinary rules and procedures for employers (taking into account the size and nature of the business) and advise on handling employees as soon as the employers realise there is a problem.

Every employee is entitled to receive a written statement of the major terms of his or her contract of employment during the very early stages of that employment. We can advise on what should and should not be put in writing and ensure that the employer receives full protection by having a written agreement in place.

In the agricultural world, and in all other aspects of business, it is often necessary to take advantage of financial, technological or other opportunities open to the business. Reorganisation may involve redundancies or other dismissals and the offer of new terms and conditions to the remaining employees. Employers are often caught out when making such changes because they do not appreciate the necessity for following a careful and fair procedure until it is too late. We can assist with this and help to minimise the possibility of claims against the employer.

Our employment experts can draft the terms and conditions of employment or contract of employment, particularly in relation to agricultural businesses and can include the provision of residential accommodation for employees.

Many of these issues arise in the purchase of a business or property which may involve the obligation to take on employees. We can advise on all those aspects. Agricultural employers need to be aware of health and safety issues and we can advise on the policies and procedures in force, especially in relation to the use of agricultural machinery, sprays and chemicals.