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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 is notoriously complicated, but there are some basics which apply to all employees on health and safety, wages, contracts, dismissals and redundancies which it's helpful to know.
Eight legal topics have been covered in the main employment section for employees on this website. There are various other types of employment law issues, some of which are noted below.
Whether or not it is in writing, as you soon as you start working for a business, you automatically have a contract. Your employer must provide you with written terms and conditions for your job and can't change these conditions without your agreement.
Whatever your individual terms and conditions of employment, they must at least comply with legislation covering minimum pay, working hours, annual leave and statutory sick pay for qualifying employees.
Amongst other rights, you have a right to a safe working environment.
Your employer cannot discriminate against you on the grounds of age, ethnic origin, disability, gender, marital status, sexual orientation or religion. If you are pregnant, you have other rights during your pregnancy and return to work. Adoptive parents and new fathers also have significant rights to time off work.
You also have the right to belong to a trade union.
If you are made redundant your employer must follow procedures to ensure redundancies are carried out fairly and reasonably. Unfair or wrongful dismissals can be challenged in an employment tribunal. Your employer may, under exceptional circumstances, be able to dismiss you without notice for 'gross misconduct' but only by following correct procedures.
Your employer should have a written discipline and grievance policy along the lines of the Acas Code of Practice. If you feel you have been treated unfairly, you should set out your grievance in writing so your employer can deal with it appropriately.
It's illegal for your employer to discriminate against you at work on any of the following grounds:
Your employer is obliged to protect any of your personal data which they hold (eg your address, date of birth or bank details) under the Data Protection Act. If they lose your data or provide it to anyone else without your permission, you may be able to bring a case against them.
You are entitled to a reasonable degree of privacy at work. If there is CCTV in your workplace or your computer or telephone activity is monitored by your employer, they should inform you and provide details of the monitoring (eg if they are reading your emails, or checking your internet browsing history).
As long as you have worked for your employer continuously for at least 26 weeks, you have the right to make an official request to work flexibly (eg working from home one day a week). Your employer does not have to grant this request but must consider it in a reasonable manner (objectively and fairly). You can make a flexible working request once every 12 months.
All workers are entitled to the national minimum wage (NMW). Those aged 23 or over are entitled to the higher national living wage. See the government website for the latest rates.
If your employer does not pay you the appropriate minimum wage, you can ask your employer to pay you any money you are owed. If they refuse, you can make a claim to a tribunal or HM Revenue & Customs may take action on your behalf.
Failure to pay the minimum wage may also constitute automatically unfair dismissal.
In addition to a range of pregnancy rights (eg paid time off for antenatal care) when they are expecting, mothers are entitled to maternity leave and pay when their child is born. There are separate entitlements for fathers (paternity leave and pay). Parents can also share an element of their leave with each other - known as shared parental leave.
In addition to the above, all parents also have a variety of rights regarding taking time off work to spend time with their children, known as parental leave.
If you are being made redundant, your employer must follow a certain process by law (eg selecting people fairly and consulting with employees). If you think you were selected for redundancy unfairly or due to discrimination, you may be able to bring a claim.
If you have worked for your employer continuously for at least two years, you will also be entitled to a certain level of redundancy pay.
Your employer must take reasonable steps to make sure you work in a healthy and safe environment, and to provide for your welfare (for example, allowing appropriate rest breaks).
If you are worried about your working environment, or think that you haven't been given proper training, you should talk to your safety representative (if there is one) or your employer. You have a right not to be victimised for raising health and safety concerns.
If you do suffer an accident or ill health because your employer hasn't done enough to prevent these, you may be able to make a personal injury claim.