In order to understand how to use new employment regulations to your advantage, we first need to look at how new laws differ from old employment legislation.

In old days, an employee might be dismissed without an appeal and first sign of trouble for employer wouldn't come until employee put in a claim for unfair dismissal.

Or an employee might have been unhappy and so decided to resign. Sometime afterwards, you as employer could suddenly find employee putting in a claim for constructive dismissal.

For employer, written procedures provided a good defence but employment tribunals still made their own decisions and defending your business could cost a lot of time and money.

With all this in mind, Government decided to do something to reduce number of employment tribunal claims. In doing so, they ended up introducing thirteen new ways that an employee can claim against an employer at an employment tribunal!

All these new ways of claiming at an employment tribunal are based on documentation. For example, tribunal will look at whether certain letters were written and why, or they will ask for proof of whether a meeting was held at a sensible time and place.

The new employment laws mean that if paperwork is not right, then employment tribunal can class employer as guilty - without need for a hearing!

In exchange for this, new legislation gives employers new ways of protecting themselves against tribunal proceedings. To understand how you can protect your business, we need to take a look at new employment regulations in more detail.

The new employment regulations state that employees can no longer claim constructive dismissal unless they can show that they have tried, and failed, to resolve problem with their employer.

Employees can no longer claim against their employer for unfair dismissal unless they can show that they have exhausted every appeal procedure offered by their employers and still failed to resolve their differences.

However, if an employer does not have a written dispute resolution procedure then employee can go straight to an employment tribunal and obtain an automatic award!

On that basis, it should be obvious that all employers need to issue a dispute resolution procedure to all their employees in order to avoid risk of automatically losing at an employment tribunal.

The good news is that a dispute resolution procedure needn't be that difficult to implement.

Today working in large firms with hundreds of employees or even 50 employees is rare. Like most people I grew up around small business and worked in small business. The transition to a business of my own seemed a natural progression. The time has never been better to get your feet wet. Small business is booming.

Consider these facts from U.S. Bureau of Census: ·23 million small businesses in U.S.; 75% of which have no employees ·Small businesses represent 99.7% of all employer firms ·Small businesses employ half of all private sector employees ·44.3% of U.S. private payroll is paid by small businesses ·60%-80% of all new job created annually are by small businesses

Today, small business is standard.

If you've ever dreamed of owning or starting your own business, clearly climate has never been better. But making your dream come true takes a few key strategies.

First, before starting any endeavor, do your research, education is single most important factor to a successful new business. If no one wants your product or if no market exists for your service you will spin your wheels trying to survive.