Five Things to Put in Place Before You Hire Anyone

By · Solicitor, qualified 2003 · Founder, Bonsai Law

Published

Most Kent founders don't think about employment law until something goes wrong. By then, it's expensive.

Here are five things I see business owners wish they'd put in place before they hired anyone.

1. A Properly Drafted Employment Contract

Not the free template you found online. One that reflects your actual working arrangements — probation periods, IP ownership, confidentiality, and what happens if things don't work out. Generic templates tend to fall apart at the point you need them most.

2. An IP Assignment Clause

If your new hire creates anything for your business — code, designs, copy, processes — you want to own it. Don't assume you do. Employment law has specific rules here, and "but I paid them to make it" is not always enough.

3. A Clear Probation Process

A probation period written into a contract isn't worth much if nobody follows a structured review process. Document your expectations and your reviews from day one. It matters if you ever need to act on underperformance.

4. A Basic HR Policy Framework

Disciplinary and grievance procedures are a legal requirement once you have staff. Having them before you need them is infinitely less stressful than scrambling for them mid-dispute.

5. A Shareholders or Partnership Agreement

If you're hiring a co-founder or early equity holder, this is a different kind of hire — but easily the most consequential. Vesting schedules, decision-making rights, what happens if someone exits early — get this documented before anyone starts work, not after.

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The cost of getting this right upfront is a fraction of what it costs to unpick later.

If any of these ring a bell, feel free to get in touch.

For ongoing HR and employment documentation support, our colleagues at Electra HR work with Kent SMEs at exactly this stage.