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Section 1 of the Employment Rights Act 1996 states that an employer must, within 8 weeks of employment commencing, provide to the employee a written statement of terms and conditions relating to specific particulars.
As an employer, it is crucial to ensure that your employment contracts are fair, lawful, and protect your business interests. Having your contracts reviewed by a solicitor helps you achieve this by ensuring compliance with legal requirements and best practices.
There is a statutory obligation under the Employment Rights Act 1996 to provide employees and workers with a written statement of employment particulars, known as a “section 1 statement,” from the first day of employment. This statement must include essential details such as job title, work hours, and pay. A solicitor can ensure your contracts meet these minimum requirements, reducing the risk of legal disputes.
New Job Offers: When you present a new job offer, we can review and draft employment contracts to ensure the terms and conditions align with your company policies and are compliant with current employment legislation.
Yes, whenever an employee is promoted or their role significantly changes, the terms and conditions of their employment may also need to be updated. Reviewing and amending the contract in such cases ensures clarity and continues to protect both the employer’s and the employee’s interests.
When renewing or extending employment contracts, it is essential to identify and incorporate any necessary changes. Our solicitors can assist in reviewing these changes to ensure they are beneficial and compliant with legal standards.
Restrictive covenants, such as non-compete or non-solicitation clauses, can protect your business by limiting former employees’ activities post-employment. We provide guidance on drafting and the enforceability of such clauses to safeguard your business interests.
If you propose changes to existing employment contracts, our solicitors can review these changes to ensure they are fair, lawful, and clearly communicated to employees, minimising the risk of disputes.
In the event of dismissal or termination, it is vital to review employment contracts to ensure that the grounds for termination, notice periods, and any post-employment obligations are clear and legally sound.
If you are considering redundancies, we can review and advise on redundancy terms, including pay, notice periods, and other entitlements. We ensure that the redundancy process is fair and compliant with employment law.
Before employees take maternity or parental leave, we can review employment contracts to ensure entitlements such as leave duration, pay, and return-to-work arrangements are clearly defined and lawful.
When facing disciplinary actions, it is crucial that your procedures are fair and compliant with employment law. Our solicitors can review employment contracts and company policies to ensure that your disciplinary procedures uphold employee rights and mitigate potential legal challenges.
A settlement agreement, often offered upon termination, involves a one-off payment in exchange for the employee agreeing not to pursue employment-related claims. We can review and draft settlement agreements to ensure they are fair, legally sound, and provide adequate protection for your business.
If you are facing an Employment Tribunal claim, our experts can review the relevant employment contracts, assess the merits of the claim, and advise you on the best course of action.
To find out more or arrange an appointment to discuss contracts of employment or any other aspect of employment law, please contact our Employment Law team by calling 01908 660966 or 01604 828282. You can also email us at info@franklins-sols.co.uk or click on the button below to arrange for someone to get in touch.
Although with some employees a straightforward contract of employment consisting of only terms and conditions may be sufficient, it is advisable to ensure that Directors and/or Senior Executives have sufficient contracts in place in order to protect the business. Without a sufficient contract in place, a Director and/or Senior Executive may, for example, be free to compete with the business, solicit former customers or poach staff following termination of their employment.
If you have any questions about contract employment handbooks, please don’t hesitate to contact our team of experts who are on hand and ready to help you.
