A Contract of Employment is the beginning of a relationship between the employer and employee, so it is integral that the employment contract accurately sets the scene and expectation of both parties for the duration of the term.
Whether it is a matter of working with existing contracts or drafting completely bespoke contracts whilst working in partnership with your organisation Agility UK’s Employment Law and Human Resource teams have not only the knowledge of employment contracts but also the experience of implementing new contracts, as well as changes to contracts, for organisations across a very broad range of industries.
Areas to consider within Employment Contracts
- Principle / S1 Statement: This is the minimum legal requirement and sets out the most basic and fundamental terms of employment e.g. salary, role activities, holiday, etc.
- 2 Month Deadline: Employers must provide new employees with a contract of employment with two months of the start date; a failure to do so may allow the employee to claim up to four weeks pay at an Employment Tribunal.
- Employee Handbooks: It is best practise to support Contracts of Employment with an Employee Handbook. The Handbook will outline the organisation’s position in relation to a whole manner of areas including topics such as company cars, sickness, whistle blowing, conduct appraisals, etc.