Whilst a contract of employment does not need to be in writing, it is a legal requirement that employers provide employees with a written statement of terms of employment. This should set out the minimum terms governing the employment relationship and is the bare minimum that an employer can provide. It will include basic matters such as hours and place of work, remuneration and notice requirements. The statement must be given to the employee within two months of employment commencing.
However, in almost all cases it is advisable for employers to provide a written contract of employment to an employee. This is often far more advantageous to the employer. A written contract can also include detailed intellectual property rights, confidentiality clauses and post termination restrictions. Provisions can also be included enabling the employer to vary some of the terms of employment.
It is also advisable to ensure you have well drafted policies and procedures including:
- Disciplinary and Grievance Procedures
- Social Media Policies
- Staff handbooks
- Employee Share Schemes.
Our specialist employment law solicitors can discuss your business requirements with you and offer bespoke employment contracts for your employees which specifically meet your needs and serve to protect your business interests.
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