Chosen to be the HR Experts for the 2019 Parliamentary Review and now Honorary Members of the Parliamentary Review Committee

The Leaders Council Of Great Britain & Northern Ireland

Invited membership of the Leaders Council"Recognising & honouring the true leaders who keep this country running"

How can an HR consultant help?

Remain impartial and compliant

Seeking HR consultancy or outsourcing your company’s HR provisions can ensure that any HR procedures remain impartial and compliant with statutory guidance.

Rest assured that you're doing the right thing.

Enabling a third party, such as Lamont Jones, to handle any HR action can alleviate the pressure and stress of managing things in-house. Plus, with over 30 years’ experience, we’re qualified and well-versed in the sensitivities of handling all HR cases, so you can rest assured that we’re doing the right thing.


For advice and information about adopting a strategic HR framework, speak to the Lamont Jones team. We offer several HR services for small- and medium-sized businesses and provide bespoke HR processes customised to your wants and needs

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In the case of salaried professionals, it’s relatively common for their employment contracts to state that they can be required to work such additional hours over and above their normal working hours as are necessary to meet the needs of the business and/or to properly fulfil their job duties, but without any additional payment for those overtime hours.

This type of clause is legally valid, subject to ensuring compliance with:

  1. the requirements of the Working Time Regulations 1998 relating to rest periods and breaks and the maximum 48-hour working week; and
  2. the national minimum/living wage provisions.

In the case of hourly-paid employees, their employment contracts tend to provide that overtime will be paid (whether that’s compulsory or voluntary overtime).

If contracts do contain a right to overtime pay, you’re obliged to honour that.

Do remember though that there’s nothing in legislation that sets a particular rate for overtime pay, so whether you pay a flat rate, time and a half, double time, etc. is entirely up to you and is a contractual matter.

If employment contracts are silent on the issue of overtime and overtime pay, you’ll need to agree with your employee what you will pay them for any overtime hours that they consent to work.

It is therefore vital that you have a contract of employment that is not only legally sound but reflects and protects your business.

One size DOES NOT fit all!

If you need to discuss your current documentation or any concerns you have regarding this topic or anything employment related please do not hesitate to contact us.

If you would like to discuss how we can support you and your business, please give us a ring on 01924 441032

We are available on the phone to help with any operational fallout of new and changed laws.

To take away this headache and leave you to do what you do best – running your company – give us a ring to discuss how we can support you.

Contact Details

Phone: 01924 441 032
Fax: 01924 443 578

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