Employment contracts are the basic terms and conditions of employment between an employer and an employee. Drafted and used correctly, they can help the relationship between both parties and often prevent the involvement of an employment tribunal.
Employment law does not state that a contract of employment must be produced to each employee, although it is the best course of business practice and gives confidence and security to both employer and employee. The law states that a written statement of the terms and conditions of employment are to be produced to the employee within 8 weeks of the commencement of their employment. This does not apply to employees who are to be employed for less than one month.
We can help by giving you advice on your Contract of Employment in line with your employment terms and statutory guidelines under the Employments Right Act 1996. A contract should outline the following;
Some firms will have policies in place that take into account Equal opportunities, Internet and e-mail, grievance and disciplinary procedures and maternity and parental leave rights. Many employers choose to make reference to grievance procedures, disciplinary matters and Health and Safety guidelines in a handbook that is easily accessible and understandable to all employees to avoid any potential tribunal claims from an employee. Employers have a responsibility to inform employees of any changes to company policy in writing and failure to do this can result in a Breach of Contract from your Employer.
Should you require assistance in understanding your Contract of Employment or are experiencing a Breach of Contract from your Employer, contact our understanding team to discuss the matter further.
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