Contracts of Employment

You should consider getting your employment contract reviewed by a solicitor to ensure that the terms and conditions are fair, lawful, and protect your rights.

There is a statutory obligation on employers to provide their employees and workers with a written statement of employment particulars as listed in section 1 of the Employment Rights Act 1996. These essential particulars are referred to as a “section 1 statement” and these particulars are a “day 1 right” which means that they must be given at the beginning of employment, and there is no minimum service requirement. Having your employment contract reviewed, especially when joining a new employer will allow you to ensure the contract meets these minimum requirements.

When presented with a new job offer, we can review the employment contract to ensure that the terms and conditions align with your expectations and are both fair and lawful.

Yes, if you are being promoted or undergoing a significant change in your role, the terms and conditions of employment may also change. Reviewing the updated contract can help ensure clarity and protect your rights as an employee.

When your employment contract is up for renewal or extension, we can help identify any changes and ensure that they are acceptable to you.

Restrictive covenants, such as non-compete or non-solicitation clauses, restrict your activities post-employment. It’s crucial to understand the implications of these restrictions on future career opportunities. Our employment lawyers can provide guidance on the enforceability of such clauses.

If your employer proposes changes to your existing employment contract, we can review the proposed changes to assess their fairness and legality.

Yes, in the event of dismissal or termination, reviewing your employment contract is important to understand the grounds for termination, notice periods, contractual entitlement and any post-employment obligations as an employee or restrictions.

If you are facing redundancy, we can review the terms related to redundancy pay, notice periods, and any other entitlements to ensure that you are being treated fairly in accordance with employment law. We can also advise you on the redundancy process and guide you through this.

Before taking maternity or parental leave, we can review your employment contract to understand your entitlements, including leave duration, pay, and any return-to-work arrangements.

If you’re facing disciplinary action, our solicitors will review your employment contract to ensure that your employer is following the correct procedures and that your rights are being upheld.

A settlement agreement offered upon termination and involves accepting a one-off payment in exchange for agreeing not to pursue employment related claims. We can review the terms of the settlement agreement to ensure they are fair and provide adequate compensation.

Yes, if you are considering bringing a claim to an Employment Tribunal, our experts can review the employment contract, assess the merits of the claim, and advise you on how to proceed.

To find out more or arrange an appointment to discuss employment contracts 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.