Employment Law

An employer will need to offer an employment contract or statement of terms within two months of the employees start date. The statement of terms is the absolute bare minimum requirement, as it does not protect the employers properly from any disputes that may arise. It is far more essential to draw up an employment contract, as it is generally far better for both parties. The contract makes it possible for the employer to specify an employee’s duties and responsibilities, this way the the employee knows precisely what is expected of them in the course of company.

A standard employment contract will include the name of the parties employment contract start date deductions expenses holidays employee’s job title and description location of work hours of work probationary period salary assessments sickness &amp disability pensions notice restrictive covenants grievance and disciplinary procedure retirement severability prior agreements jurisdictions and particulars of employment.

The names of the parties should be the employer’s organisation details and the employee’s name and address. It is crucial to contain a little statement to say that employment with a previous employer does not count towards the various rights that are gained by employees after 1 and two years’ service. As a result the employee starts again from with the new employer. The employee’s job title and description really should be what the recruitment advertisement stated or subsequent offer letter, which indicates it also suits the employer to permit for flexibility in the employee’s role of work. The location of work need to be also be specified, to allowing the employer to specify the location of where the employee will work and also permit the employer to specify any other location for the future which gives the employer higher flexibility.

The employee’s hours of work should be stated. If the employer reasonably requests the employee to work extra hours, then the employee ought to agree to do so. But the additional hours can not exceed 48 hours work per week as stated in the Working Time Regulations. At the begin of an employment, an employer can specify a trial period for the employee, with the option of a short notice at the end of the trial, if the employee has not fulfilled the employer’s expectations, and the employer can also extent the trial period if need be. The employee’s salary need to be included in the employment contract, which details the gross salary before tax, national insurance and any other deductions, as well as when payment is to be made.