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DTM Legal
5/5
350+Reviews
Chester Office: 01244 354 800
Liverpool Office: 0151 321 0000

Contracts, Policies and Procedures Services for Employers

Clear and practical workplace documentation that protects your business, supports managers and sets consistent expectations for employees.

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Employment contracts, staff handbooks and workplace procedures provide the foundations for an effective employment relationship. Clear documentation helps employees understand what is expected of them, gives managers a consistent framework for handling workplace issues and reduces uncertainty when circumstances change.

DTM Legal advises businesses of all sizes on drafting, reviewing and implementing employment contracts, HR policies and workplace procedures. We tailor documentation to reflect the organisation, the roles within it and the legal or commercial risks it needs to manage, rather than relying on generic templates.

Our Employment & HR solicitors can support employers when recruiting their first employee, reviewing an established staff handbook or updating documentation following changes to the law or the way the business operates. We also advise on introducing contractual changes and communicating new policies fairly and effectively.

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Employment Contracts, Policies and Procedures Legal Services

We provide practical advice and support across a wide range of employment documentation matters, including:

  • Drafting contracts and written statements of employment particulars
  • Contracts for permanent, fixed-term, part-time and casual staff
  • Senior employee and executive service agreements
  • Reviewing and updating existing employment contracts
  • Preparing staff handbooks
  • Disciplinary and grievance procedures
  • Sickness absence and capability policies
  • Equality, diversity and anti-harassment policies
  • Family leave and flexible working policies
  • Hybrid, remote and homeworking policies
  • Whistleblowing procedures
  • Data protection, monitoring and employee privacy policies
  • Social media, communications and acceptable-use policies
  • Performance management procedures
  • Confidentiality and intellectual property clauses
  • Notice periods, garden leave and restrictive covenants
  • Policies covering gifts, hospitality and anti-bribery
  • Advising on contractual variations and workforce consultation
  • Implementing and communicating new contracts or policies
  • Auditing existing employment documentation
  • Training managers and HR teams on applying workplace procedures

Why Instruct DTM Legal?

Employment documentation should reflect how your organisation operates in practice. Our Employment & HR team takes the time to understand your workforce, management structure and commercial priorities before preparing contracts and policies that are clear, proportionate and appropriate for your business.

We help employers distinguish between contractual terms and non-contractual policies, identify where greater flexibility or protection is required and ensure different documents work together consistently. This can help managers deal with workplace matters more confidently and reduce the risk of contradictory or outdated procedures.

Where documentation needs to change, we provide practical advice on consultation, employee communication and implementation. Genuine consultation is important where contractual changes are proposed, and agreed changes to an employee’s main terms must be confirmed in writing.

We provide:

  • Practical and commercially focused employment law advice
  • Documentation tailored to your organisation and workforce
  • Clear drafting that managers and employees can understand
  • Regular reviews to reflect legal and business developments
  • Advice on implementing contractual and policy changes
  • Support with consultation and employee communications
  • Training to help managers apply procedures consistently

Get in Touch

Whether you need employment contracts for new starters, an updated staff handbook or a wider review of your workplace documentation, our Employment & HR team can help you put clear and effective arrangements in place.

To discuss your requirements, contact us by emailing employment@dtmlegal.com or calling 01244 354 800 / 0151 321 0000.

Key Contact
Partner / Head of Employment & HR
DTM Legal
5/5
350+Reviews

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Key Considerations When Reviewing Employment Documentation

Reviewing how your contracts and policies operate in practice can help identify gaps, inconsistencies and areas where the business may require stronger protection. Read our Key Considerations guide to understand some of the points a solicitor may wish to discuss when responding to your enquiry. It can help you prepare the relevant information and make your initial conversation more productive.

View Key Considerations
DTM Legal
5/5
350+Reviews

Employment & HR Team

Tom Evans

Partner / Head of Employment & HR
Jamie-Lea Taylor

Paralegal, Residential Conveyancing
Molly Drake

Solicitor, Commercial Property
Alison Brennan

Head of Compliance and Service Delivery

Frequently Asked Questions

Commonly asked questions regarding legal support with employment contracts, policies and procedures.

Not exactly. An employment contract is the wider legally binding agreement between the employer and the individual and can include written, verbal, implied and statutory terms.

The written statement records specified key terms, including pay, hours, holiday and place of work. Employers must provide the principal statement to employees and workers on or before their first day, even though the wider employment contract may include additional terms and policies.

Contracts and policies should be reviewed regularly and whenever there is a significant legal or organisational change. This may include introducing hybrid working, changing benefits, expanding the workforce, creating new senior roles or responding to new employment rights.

Employers should also review documents when practical working arrangements no longer match the written terms. Outdated documentation can make workplace processes more difficult to manage and create uncertainty about what has been agreed.

Employment contracts are legally binding, and employers should normally seek agreement before changing contractual terms. A meaningful consultation process can help explain the business reasons for the proposal and explore concerns or alternatives.

Attempting to impose changes without agreement can create legal and employee-relations risks. The appropriate process will depend on the terms involved, the number of employees affected and the reason for the proposed change.

This will depend on the nature of the document. Core terms such as pay, hours and notice will usually be contractual, while many detailed workplace procedures are more appropriately described as non-contractual.

A non-contractual policy can give an employer greater flexibility to update procedures, but labelling a document as non-contractual will not always determine its legal effect. The wording, communication and way the policy is applied should all be considered.

An employee or worker may raise the issue informally or through a grievance and may ultimately ask an Employment Tribunal to determine what the particulars should have contained.

Where the individual succeeds in another qualifying Employment Tribunal claim, the tribunal may also award compensation for a failure to provide an accurate and complete written statement. This can be up to four weeks’ pay, subject to the applicable statutory limit.

What our Clients Say

See what our customers have to say about their experience

Review Solicitors Stars
5/5 350+Reviews
Steve Tatham
26/04/2026
Tom Evans provided an excellent service regarding my recent Voluntary Redundancy. Tom was friendly, knowledgeable and helpful in supporting the processing of the legal documentation around redundancy. Tom was very timely and managed our sessions well to ensure we didn’t overrun. I would highly recommend Tom and use him again if I needed legal support.
Ellie
27/10/2026
DTM’s employment department has dealt with a couple of matters on our behalf. They have dealt with all matters efficiently, providing clear advice on employment law, whilst also understanding the commercial aspects of suggested actions.
Mia
15/10/2023
They feel like an extension to our business. They fully understand our business inside and out and are very responsive and provide a huge level of support.

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