Contracts, Policies and Staff Handbooks

Employers are legally obliged to provide employees with a Written Statement of the Terms and Conditions of their employment within two months from the day they start work.

This written statement does not have to be in the form of a formal contract, but certain information must be included to comply with the law, for example: the job title, the rate of pay, when wages are paid, the details regarding holidays and holiday pay arrangements, terms relating to sick pay, any pension provision, and the length of notice required to terminate the contract.

In view of the level of detail required in the written statement, it is most sensible to have pre-prepared contracts which can be issued on day one, containing all legally-required terms and any others that the employer considers important. Practically, it is easier to agree all terms from the outset than propose additional terms later on in employment when introducing new terms could cause grievance and/or resentment.

A well-drafted contract can prevent future disputes by providing certainty, enabling both the employer and employee to know exactly where they stand. Many employment disputes involving small businesses could have been prevented had there been a written contract. Furthermore, should a complaint arise in a case where there is no written statement of terms or written contract, any compensation awarded to the employee will be increased by an Employment Tribunal to penalise the employer for failing to comply with their legal obligations.

We can help employers put together suitable, tailor-made contracts, statements and staff handbooks appropriate for the needs of your business. Contact us for further information.

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