When were your employment contracts last reviewed? Is it time for an update?
Employment law is constantly changing. If you have not reviewed your contracts since April 2020, then chances are your contracts are not legally compliant and you are not properly protecting your business interests.
Out of date contracts can potentially leave your business exposed to successful employment tribunal claims as well as possible damage to your reputation. We are giving you an opportunity to take action now for a low cost fixed fee.
Why is a contract important?
To comply with employment legislation, certain written particulars must be provided to employees and workers. These particulars are often included in an employment contract which also covers the key rights and obligations between the parties.
Following the Good Work Plan, from 6 April 2020, for those starting work on or after this date, some major changes were made, with specific additional written particulars being required. The particulars must be provided by no later than the first day of employment (with some qualifications), regardless of the term of employment.
You should also remember that if particulars of employment change, a written statement setting out those changes should be provided to the employee or workers.
Contracts are invaluable for businesses as:
- They provide clarity- it stops confusion for both parties and can avoid /minimise later disputes;
- It provides a written reference point that can be relied on as evidence for both parties;
- Sets out clear expectations for employer and employee;
- They can include additional clauses to protect business and act as a deterrent when employees leave;
- You can ensure that you are legally compliant and up to date with the latest employment law;
- You can add maximum protection for your business when dealing with employee issues and disputes.
What are the risks of not having legally compliant contracts in place?
Not having compliant contracts could lead to a number of practical problems for your business, such as paying too little or too much notice, getting holiday entitlement wrong and not protecting your business sufficiently. These matters may in turn, lead to successful employment tribunal claims. If certain successful substantive claims are brought, additional compensation of between two to four weeks’ pay may also be awarded to an employee for the employer’s failure to provide or update the required particulars of employment under section 1 Employment Rights Act 1996.
What are we offering?
We will conduct a full legal compliance review of your employment contract to assess any areas, that need to be updated, fall short of legal requirements or missing completely. We will provide you with a RAG report and you can decide the next steps, whether that might be updating your contract or replacing it entirely.
In summary, you will receive:
- A legal compliance review of an employment contract of up to 20 pages;
- A RAG report flagging legal compliance concerns but also making best practice suggestions and recommendations; and
- A response within five working days of receiving your instructions.
What’s not included?
- Specific advice on the enforceability of restrictive covenants.
- Review of any consultant, self-employed or zero-hours contracts.
- Any contract that exceeds 20 pages.
- Any amendments and/or changes to the contract.
- Tax and/or immigration advice.
A fixed fee of £500 plus VAT if instructions are provided by no later than 30 September 2023.
This is a great deal as you will receive a 26% reduction to our usual fee of £680 plus VAT.
As an added bonus, if following this review, you instruct us within two weeks of receiving your review to carry out amendments to the contract and/or provide you with a new template contract, we will apply a discount of 10% to our normal fees for that work.
For further information on employment contracts or advice on any other employment law matter, please contact Louise Brenlund on 01732 770660, [email protected]