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Setting up a business involves complying with a range of legal requirements. Find out which ones apply to you and your new enterprise.

What particular regulations do specific types of business (such as a hotel, or a printer, or a taxi firm) need to follow? We explain some of the key legal issues to consider for 200 types of business.

While poor governance can bring serious legal consequences, the law can also protect business owners and managers and help to prevent conflict.

Whether you want to raise finance, join forces with someone else, buy or sell a business, it pays to be aware of the legal implications.

From pay, hours and time off to discipline, grievance and hiring and firing employees, find out about your legal responsibilities as an employer.

Marketing matters. Marketing drives sales for businesses of all sizes by ensuring that customers think of their brand when they want to buy.

Commercial disputes can prove time-consuming, stressful and expensive, but having robust legal agreements can help to prevent them from occurring.

Whether your business owns or rents premises, your legal liabilities can be substantial. Commercial property law is complex, but you can avoid common pitfalls.

With information and sound advice, living up to your legal responsibilities to safeguard your employees, customers and visitors need not be difficult or costly.

As information technology continues to evolve, legislation must also change. It affects everything from data protection and online selling to internet policies for employees.

Intellectual property (IP) isn't solely relevant to larger businesses or those involved in developing innovative new products: all products have IP.

Knowing how and when you plan to sell or relinquish control of your business can help you to make better decisions and achieve the best possible outcome.

From bereavement, wills, inheritance, separation and divorce to selling a house, personal injury and traffic offences, learn more about your personal legal rights.

Employment law

The right approach to consulting with and providing information to your employees can improve employee motivation and performance. Employee consultation can also give management useful insights and ideas.

You should develop an information and consultation policy that helps your business communicate effectively with employees. As a minimum, you must ensure that your information and consultation meets the minimum legal requirement.

Information and consultation - routine issues

You are legally required to give all employees a written statement of employment terms within two months of taking them on. You also need to consult with employees over any changes to employment contracts, or risk a claim of constructive dismissal.

You must provide your employees with any health and safety information they need: for example, by communicating safety procedures and displaying appropriate warning signs. You must also consult employees on health and safety issues.

If you have a recognised trade union, you are broadly required to provide them with the information they ask for to help with collective bargaining.

Larger businesses may need to inform and consult employees on other issues affecting them. Businesses with 50 or more employees must set up an information and consultation agreement if asked to by a significant percentage of employees. Large multinationals operating in more than one EU country may also need to set up a European Works Council.

Information and consultation in redundancy and pension arrangements

If you plan collective redundancies - making 20 or more employees redundant - you must consult over the plans with your employees.

You may be required to inform and consult employees if you plan to transfer your business, for example, by selling it. The requirement to inform and consult applies to any business transfer covered by the TUPE regulations.

Employee consultation may be needed for plans to change an occupational pension scheme.

Trade unions and employee representatives

In small businesses, it may be possible to involve every employee in information and consultation procedures. Alternatively, you might work with a recognised trade union or other employee representatives.

You should check the detailed legal requirements to confirm who you are required to inform and consult with.