Employment contract solicitors

It is important to have clear and comprehensive employment contracts in place. Our employment contract solicitors can provide you with advice and guidance to ensure your contracts meet legal requirements and protect your business interests.

From drafting new contracts to reviewing and updating existing ones, we are here to support you every step of the way.

• An employment contract always exists between an employer and employee, even if it is not written down. However, an unwritten contract can cause uncertainty and be problematic.
• It is essential your employment contracts and director’s service agreements contain all the necessary details and are specifically written for your business needs.
• We can draft a bespoke contract or service agreement for a specific role, create a template for future use or update your current templates.
• We can also carry out a contract review, to ensure all your current contracts are legally compliant, or facilitate a change of employment contract terms.

What is an employment contract?

An employment contract is a legal agreement between an employer and an employee that sets out the terms and conditions of employment. This can include details such as job description, salary, working hours, leave entitlements, and confidentiality obligations. An employment contract is a binding document that forms the basis of the employment relationship.

Why does my business need a contract of employment?

As an employer, it’s important to understand that there is always a contract between an employee and employer, even if there is nothing in writing. Unfortunately an unwritten contract can bring uncertainty to both parties, especially when a dispute arises.

What are the consequences if my business doesn’t have a contract of employment?

You should create a written employment contract which expressly sets out the terms agreed between you and the employee within two months of the commencement date. Failure to provide a written contract can lead to an employment claim as a verbal contract can lead to much uncertainty. It is much simpler and more cost-efficient for your business to do this at the beginning of an employment relationship, than face the expense and disruption of an employment tribunal claim due to uncertain terms, when the employment terminates.

Some of the terms an employment contract should include are:-

• Pay (wages, overtime, bonuses and sick pay);
• Hours (working hours, when and where, overtime);
• Holiday (pay, entitlement, process); and
• Termination (notice period, method, reasons).