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Contracts of Employment

The law requires employees to be issued with a written statement of their main terms and condition of employment within two months of commencement of employment.

Section 1 Employment Rights Act 1996 requires that the written statement must set out the following terms:

  • The names of the employer and employee.
  • The date on which the employment began.
  • The date on which the employees period of continuous employment began.
  • Terms and conditions relating to remuneration (ie scale, rate or method of calculating, and intervals at which paid and any provisions relating to overtime).
  • Terms and conditions relating to hours of work, including normal working hours.
  • Entitlement to holidays, including public holidays and holiday pay and the way holiday entitlement is calculated on termination of employment.
  • Terms and conditions relating to incapacity for work due to sickness or injury, including any provision for sick pay.
  • Terms and conditions relating to pensions and pension schemes including whether a contracting out certificate is in force.
  • The length of notice which the employee is obliged to give and entitled to receive to terminate the contract of employment.
  • The employees job title or, alternatively, a brief description of the work he/she is employed to do (the latter being required if the job title is not accurate or does not reflect the duties to be performed).
  • Where the employment is not intended to be permanent, the period for which it is expected to continue or, if it is for a fixed term, the date when it is to end.
  • The place of work or, if the employee is required to or permitted to work at various places, an indication of that and the employers address.
  • Details of any collective agreements which directly affect the employees terms and conditions. Information relating to oversees employment where the employee is to work outside of the UK for more than one month.
  • Details relating to Disciplinary and Grievance procedures.
Getting the right balance, beneficial to all parties, must be the priority. Avoiding misunderstandings between employers and employees or Directors and Shareholders that may lead to disputes, should be the focus of all contracts.

Employment Law Support is able to assist your business in drafting legally compliant Contracts of Employment and guide you through the process on a step by step basis.

Employment Law Support can also assist your business with:
  • Contracts of Employment
  • Self Employed Contracts
  • Consultancy Agreements
  • Training Repayment Agreements
  • Fixed Term Contracts
  • Service Agreements
  • Freelance Agreements
  • Non Disclosure Agreements