We’re here with practical legal information for your business. Learn about employment law, company law and more.

Starting up

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.

Business ownership and management

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

Finance and business strategy

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.

Employment law

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

Marketing and selling

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

Contracts, disputes

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

Commercial premises law

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

Health and safety

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

Data protection and IT

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

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

Exit strategies

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.

Personal law

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

Holding a disciplinary hearing - checklist

Not sure how to go about holding a fair and lawful disciplinary hearing when an employee has breached workplace rules? Follow our step-by-step guide.

Gather the facts - the allegation, evidence, and the employee's past record.
Try to resolve the issue informally first. If this does not work, raise the matter formally without delay.
Inform the employee in writing, explaining the reason for the hearing and when it will take place; allow the employee at least three working days' notice to prepare a case.
Arrange for any witnesses, or evidence you or the employee wants to present at the hearing, to be available.
Inform the employee that they have the right to bring a colleague (or union representative) to the hearing.
Review your procedures and make sure they are fair and transparent and are in accordance with the Acas Code of Practice.
Prepare yourself to be calm and open-minded throughout the hearing; be ready to adjourn the hearing if tempers become frayed.
Begin the hearing by explaining what will happen; set and keep to an agenda to maintain control of the hearing.
Present the case against the employee.
Allow time for a response and consider the case from the other side.
Clarify any mitigating circumstances: for example, if the employee was unaware of the rules, or if similar behaviour is widespread.
Encourage suggestions to help overcome the problem.
Summarise the discussion and adjourn to make any further investigations necessary and to reach a decision.
Consider how serious the offence is, what action it merits and any steps which could be taken to improve the situation.
Inform the employee of your decision as soon as possible in writing; issue and explain any warning.
Explain that the employee has the right to appeal; if possible any appeal should be heard by someone senior who has not been involved in the initial hearing.
Throughout, keep a detailed written record; ask the employee to sign any improvement plan, and emphasise the consequences of further offences.
If you cannot reach an agreement, consider using an independent third party to help resolve the matter.