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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.

Drawing up an employment contract - checklist

Our step-by-step guide to drawing up an employment contract, from thinking up the basic terms to include to agreeing and signing with your employee.

  • Look for samples of written statements and contracts: contact Acas or your trade association, or ask similar businesses you know.
  • Decide the basic terms for the written statement: for example, pay, working hours, holidays and notice periods.
  • Decide whether the job is permanent and whether you want to include a probationary period.
  • Consider which areas may need flexibility: for example, the employee's job title and role, and place of work.
  • Clarify any areas which you want to be non-contractual, such as discretionary bonuses.
  • Draw up the written statement; ensure that you have included all the legally required information.
  • Ensure that any other documents you refer to in the written statement are readily accessible (eg disciplinary and grievance procedures and information on company pension schemes).
  • Review the job and any problems you have experienced with employees and ex-employees in the past.
  • Decide whether there are any requirements for the employee (eg to hold or achieve a professional qualification or a driving licence).
  • Identify any other concerns: for example, confidentiality, intellectual property or the potential for ex-employees to compete with you.
  • Draw up a clear contract; include the written statement and extra clauses to cover the additional contractual elements you want to include.
  • Ensure that the contract is not discriminatory, does not override employees' statutory rights and is legally enforceable.
  • Take legal advice as necessary, particularly if the contract attempts to restrict employees after they leave your employment.
  • Give each employee their written statement of employment particualrs on or before the first day of work and employment contract within two months of commencing their employment.
  • Explain the contract and its significance to the employee; agree the contract, and ask the employee to sign a copy.

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