Employment contracts set out the 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.
Apart from some special cases employment law does not require that a contract of employment must be provided to each employee, although it is best practice and gives confidence and security to both employer and employee. The law does, however, require 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 are able to draft contracts to suit any size of employer, in any trade or profession and tailor them to the specific needs of each employer. We are able to put contracts in place cost effectively and promptly, taking into account all necessary statutory regulations. We are able to produce policies to deal with;
- Equal opportunities
- Internet and e-mail
- Grievance and Disciplinary procedures
- Maternity and Parental leave rights
- Risk Management.
It is important than all employers consider these policy areas as easy to follow procedures will reduce any possible potential claims.
Many employers choose to make reference to grievance procedures, disciplinary matters and health and safety guidelines in a handbook that is easily accessible to all employees. We are able to draft and tailor a handbook to your requirements. As Employers, it is important to inform all employees of any alterations to the handbook, for example as a result of changing legislation, and give them the opportunity to see any new policies that are put in place.
Although it is permissible to alter the terms and conditions of an employment contract, the Employer must be careful in doing so in order to prevent any potential claims in an Employment Tribunal. It is always good practice to seek legal advice in undertaking any contractual changes together with consulting with and putting these changes in writing to the employee.
Why choose us?
It is important for the employer to appreciate that this a rapidly changing and evolving area of law. The potential liabilities for an employer who gets it wrong are serious and can, in a bad case, jeopardise the whole future of the business. We would always advise an employer, whether big or small, to have ready access to practical legal advice. We are experienced in providing the immediate and effective support that is needed.