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Practical employment law information to support your business, from Clover HR

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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.

Every business needs to be aware of its obligations under minimum wage and equal pay laws, as well as recent pensions auto-enrolment changes.

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.

You must comply with legal restrictions on employees' working hours and time off, or risk claims, enforcement action and even prosecution.

The right employment policies are an essential part of effective staff management. Make sure any policy is clear and well communicated to employees.

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.

While sick employees need to be treated fairly, you need to ensure that 'sickness' is not being used as cover for unauthorised absence.

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

Most pregnant employees are entitled to maternity leave and maternity pay, while new fathers are entitled to paternity leave and paternity pay.

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

As well as undermining morale, illegal discrimination can lead to workplace grievances. Employee discrimination is covered by the Equality Act 2010.

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

Home, remote and lone workers are becoming increasingly commonplace. Key issues include communication and how to manage and motivate people remotely.

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

The right approach to consulting with and providing information to your employees can improve employee motivation and performance.

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

Disciplinary and grievance issues can be a major burden to employers. Putting in place and following the right procedures is essential.

Following the right dismissal and redundancy procedures helps protect your business and minimise the risk of a legal dispute at tribunal.

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

Employment tribunal claims are a worrying prospect for any employer. A tribunal case is a no-win situation – even if the claim is unjustified.

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.

Subletting and older commercial leases

Commercial tenants with pre-recession leases who want to sublet can discover it's more difficult than they thought. Find out the problems with older leases - and how to overcome them

Head lease terms and the economic climate

Commercial tenants with surplus space in their premises may want to sublet. Where a tenant wants to sublet, both the head landlord and the tenant will want the subtenant's obligations in the sublease to mirror the tenant's own obligations under the head lease.

This helps maintain the premises' value, and means that any costs the tenant has to pay to the head landlord under its lease because of the sub tenant's actions (or inactions) can be recovered from the subtenant.

However, if the head lease dates from prior to the last recession, it is likely to contain terms that favour the landlord - because landlords had more negotiating power then. This can create barriers when trying to attract a prospective subtenant, on the same terms, in today's different economic climate.

It's vital for the tenant to identify these possible sticking points before negotiating with prospective subtenants. Failure to do so may mean losing the subtenant before heads of terms are signed - or having to make substantial concessions to keep them

Subletting - terms to check

  • Does the head lease completely prohibit subletting, or (as most do) require the landlord's consent to any sublease? If so, the landlord may try to refuse consent if the sublease's terms do not mirror those of the head lease.
  • Does any sublease have to provide security to the subtenant under landlord and tenant law, or can that security be excluded?
  • Does the head lease impose full repairing obligations on the tenant? Subtenants will want only limited repairing obligations, but this may be unacceptable to the head landlord.
  • Does the head lease state that any sublease must provide for rent reviews at the same times, and on the same terms, as the head lease? Many older leases will provide for upward-only rent reviews, which will not be acceptable to prospective subtenants - especially if the sublease is for a relatively short term.
  • Does the head lease impose restrictions on alterations which could stop subtenants from being able to make changes they want to the premises?
  • Does the head lease state that a subtenant cannot sublet in turn to further subtenants without the same obligations being passed on? This may be a deal breaker to a prospective subtenant.

Lease variations for subtenants

If a subtenant is unhappy at being asked to match the obligations that the tenant owes to the head landlord, the tenant may ask the head landlord to vary its lease - but this can be time-consuming, and prospective sub-tenants usually want to move fast. And few landlords will be prepared to vary terms favourable to them.

If a variation is not possible, there can be a danger that the landlord refuses to consent to the sublease if there is a mismatch between its terms and those of the head lease.

Specialist professional advice is strongly recommended for any proposed subletting of commercial property.

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