Employers in the UK are legally obligated to provide each employee with written terms and conditions setting out the basic terms of the contract by the first day of employment.
Employers must submit an extensive written statement or contract of employment within two months of beginning employment outlining policies regarding training, pension entitlements, disciplinary action and grievances.
Regardless of whether you are an employee or worker, we recommend that you first verify the person’s employment status and then have a proper contract drawn up from day one rather than two separate documents. It allows employers to prescribe terms covering important areas such as data protection, confidentiality and reference requirements.
“Employers are encouraged to enter into the broadest scope of the contract as early as possible during the contract period.”
We advise our clients that it is good business practice to do this from the very beginning. Not only does this create a culture of rigor and trust, but it also saves time in the long run by eliminating the need to make sweeping statements. Or contract later.
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What must be included in the employment contract
As an employer, your main employment report should include at least the following details:
- Name of employer and employee or worker (including address)
- Allowing for some flexibility, the title of the job in question and a description of the job to be done, with other expected or potential duties
- the date the engagement began
- The amount and frequency of payments made by the employee or worker before tax or national insurance premiums are paid, and the due date of payment
- Working hours, including possible variations for Sundays, night shifts, overtime, etc.
- Includes holidays, details of the number of annual days earned in a set annual period (prorated if the employee works part-time), and information about carryover of holidays.
- Consider location and relocation possibilities to give employers extra flexibility.
- the expected duration of the work (including the end date if the contract is a fixed-term contract);
- A probationary period that gives the employer or employee the option to abruptly terminate the contract initially or during the period of employment
- Details of the benefits an employee can expect, such as childcare vouchers and lunch included
- Any training required to properly perform the role, and whether your employer will pay for it
- Injury and sickness benefits and related procedures with respect to doctor’s certificate requirements and payments received by employees
- Other paid leave such as maternity leave and parental leave
- Notice Period – The period both employers and employees are required to submit before terminating employment and providing information about conduct that may constitute serious misconduct and may result in dismissal without notice. is asked.
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Employment contract for overseas workers
There are also some details that employers must include if an employee or worker is required to work outside the UK for more than one month.
these are:
- How long you need to be abroad
- currency paid
- additional salaries and benefits they receive
- Conditions for returning to the UK
As for all this information, it is up to the employer to include it in the main statement or as part of a separate document. If you choose the latter, your employees or workers should have proper access to it, such as via the employer’s intranet.
Broader written statement
As noted above, in order to clarify the relationship and minimize the risk of exposure to unfair dismissal allegations against both parties, employers should submit the broadest contract as early as possible during the term of the contract. recommended.
However, if you choose to provide a broader statement with the two-month limit, this document must also include information on:
- Employee Rights to Corporate Pensions and Pension Plans
- All rights to collective bargaining agreements under which employee representatives can negotiate terms and conditions on behalf of employees
- Other rights to receive non-compulsory training provided by your employer
- Disciplinary and Complaint Details
We also recommend that you carefully review your employment contract to reflect the specific circumstances of the business in question. Expert advice may be helpful here.
Sue Tamerty is the Founder and Executive Director of Human Resources Department
Learn more about labor law
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