Calling all HR Businesses!

Employers today are aware of the threat posed by a potentially costly tribunal or claim against them. Custodian Employment Dispute Insurance gives employers and their HR advisers the peace of mind of knowing they are protected by industry-leading insurance cover, supported by reliable professionals and a blue-chip A-rated insurer.

Leading HR Businesses, Agencies and consultants confidently recommend Custodian Employment Dispute Insurance to their client businesses, valuing our great products, personal service, and sensitive claims handling.

Great for Employer clients…

Custodian Employment Dispute Insurance looks to resolve claims, not avoid them. For example:

• If the employer follows your professional HR advice, there is no excess applied in the event of a claim.
• Even if an employer does not follow your advice, they may still have cover in place!
• Unlike many other policies on the market, ours responds to all claims, not just those which promise an ‘easy win’ for the insurers.

Great for HR Professionals too…

We’ve made the process of working with Custodian as your trusted insurance partner simple and straightforward.

• You may decide to include Custodian Employment Dispute Insurance cover as part of the total HR support package.providing a ‘one-stop solution’ for all your clients’ HR needs.
• You can include the premium cost in your retainer or monthly fees, and simply send us a monthly declaration of who is in the programme

So what is actually covered?

Custodian Employment Dispute Insurance protects an employer for claims by existing, past and potential employees concerning:

• Wrongful dismissal
• Termination of employment (either actual or constructive)
•  Employment related misrepresentation
• Unfair dismissal
• Unequal pay
• Unlawful deduction of wages
• Discrimination on the grounds of sex, pregnancy, disability, age, race, religion
• Sexual or other harassment or employment related humiliation
• Invasion of privacy
• Wrongful discipline
• Failure to adopt adequate employment or workplace policies
• Victimisation
• Wrongful deprivation of any career opportunity