If you are an employer in the United Kingdom, you will need to have a written employment contract (also known as a written statement of main terms) with each of your employees. This document will outline the terms and conditions of the employee’s job, and protect both the employer and the employee in case of any disputes. In this blog post, we will discuss how to write employment contracts. 

What is an Employment Contract?

An employment contract is a legally binding agreement between an employer and their employee. It outlines the responsibilities, expectations, and requirements of the employment relationship. A contract typically includes information such as job role, pay, and working hours. Depending on the nature of the organisation or situation, employment contracts may contain additional clauses such as payment schedules or other terms of employment. A written employment contract can help to protect both parties in case any disputes arise over the course of employment. Having a clearly defined employment contract protects employers from potential litigation as it outlines what an employee has agreed to when entering into said employment agreement. Furthermore, a well-defined employment contract allows both parties to have peace of mind in knowing what roles and rights each party holds in the professional relationship.

What should be included in an Employment Contract UK?

If you are looking for an employment contract UK template, there are several key pieces of information that must be included. Details regarding the employee’s job role, primary duties and the duration of employment should be clearly outlined, as well as any salary information or benefits such as healthcare or holiday entitlements. Furthermore, the employment contract must include possible grounds for termination and guidelines around confidentiality – both to protect employees as well as employers.

Finally, all specific agreements made in writing surrounding employees’ contracts should be signed and dated by both parties to ensure clarity between the employee and employer.  Employers must make sure that their legal obligations are fulfilled when writing employment contracts. Having a comprehensive template is therefore important to ensure that all regulatory standards have been taken into consideration.

How do you write an Employment Contract UK specific to your business needs?

Writing an employment contract that meets the specific needs of any business can be a difficult task. It is important to take into account all relevant legislation, as well as your own company policies when creating this contract, so it should not be taken lightly. If you do not feel particularly confident or knowledgeable in this area, allow a professional to write this contract for you.

You can outsource the process by hiring a company like us here at Harwood HR which specialises in the writing of UK-specific employment contracts. We will be up to date on any recent legal changes and will be able to tailor make a document that suits the exact needs of your business, ensuring that it conforms with UK legislation at all times. By approaching this process carefully and seeking professional advice when necessary, you can guarantee both yourself and your future employee’s fair treatment for years to come.

When do I need to get a Contract Signed?

Since 6 April 2020, the Employment Rights Regulations 2018 confirms employees are entitled to receive the written statement from day one of their employment and it should not be given any later than their first day.  Therefore, sending out a copy of an employment contract before employment begins gives time for the employee to review and take appropriate legal advice before signing the contract if they wish. Furthermore, having an employment contract signed as soon as possible means any disputes or misunderstandings can be more easily addressed in a timely manner. For this reason, it is always advisable to get an employment contract signed at the earliest opportunity.

Benefits

Writing a comprehensive employment contract is essential for any business. Employment contracts reduce the risk of tribunal claims from employees. They can also provide healthy working relationships, as they establish the expectations and responsibilities of both parties, making it clear what would be considered unacceptable for an employee to do. Additionally, protecting your business’s confidential information with a confidentiality clause helps ensure that sensitive materials such as customer data aren’t leaked in any way. Employees also have the benefit of understanding their rights within the company and being able to refer back to the terms of their contract if they ever feel they are treated unfairly or if circumstances change. Writing Employment Contracts provides protection from unexpected legal claims and ensures your business won’t be breaking any employment laws.

If you need assistance drafting or reviewing an employment contract UK, please do not hesitate to contact our team of HR experts and consultants at Harwood HR.

Without a staff handbook, there can be a lot of confusion in the workplace. It is not a legal requirement to have a staff handbook but employees may not know what is expected of them or how to handle certain situations because they do not have clear guidelines from their employer. This can lead to misunderstandings and conflicts between employees, supervisors, and management. This blog will cover some of the other complications your business could face without a staff handbook. 

Your employees may not know what the company policies are.

Unless your staff are aware of the company policies and procedures, day-to-day operations may not run as smoothly as they could. It is essential to ensure that all employees are aware of what is expected of them and receive proper guidance on how to go about doing their work efficiently and safely. Staff handbooks should be available in order to provide general information regarding workplace safety, acceptable behaviour, employee health and wellbeing, dress code, visitors’ access rights, information about disciplinary and grievance procedures, as well as any leave requests or holiday policy.

In addition, staff should also be made aware of additional policies that the company may have such as a harassment policy, social media policy, an electronic device policy and so on. Having these regulations readily available helps to support staff in conducting their daily duties while also having an understanding of the overall expectations put forth by the business. Ensuring employees know the policies set forth by your business sets everyone up for success and increases productivity while strengthening staff morale and ensuring there is a foundation for members to stand on. There is usually a lot of information in a staff handbook that people working in a company want to know, so although it is not a legal requirement to have a staff handbook, it can give a poor image to employees in the absence of one and also leave the Company open when things go wrong.

You may have a hard time enforcing rules without a staff handbook

The importance of having a written policy when managing people cannot be overstated. Without one, it can be difficult to ensure consistent and fair treatment, i.e. during a disciplinary process. Written policies also offer objectives and guidelines that provide clarity in the workplace. Not only that, but employees are more likely to comply with regulations if they are laid out in writing. Additionally, written policies help protect companies from legal claims and can even help with employee wellbeing, such as by providing guidance around maternity and paternity leave policies.

All of this means that companies should form clear policies and ensure those rules are clearly laid out in staff handbooks for everyone’s reference. Doing so is essential for the smooth running of any business and the ongoing protection against activities not aligned with the best interests of their teams.  By taking time to create coherent and comprehensive written policies, companies demonstrate commitment to their employee’s safety, security and development which leads to overall satisfaction among its staff members from top executives all the way down to interns or entry-level positions.

Your business may appear disorganised and unprofessional

A careless approach to your business can make it appear disorganised and less professional, even if you provide quality products or services. This can lead to employees becoming frustrated and distrusting of the company. That’s why having clear company policies and procedures in place is essential. Company policies provide staff with guidance on how to handle their duties and responsibilities, promoting a consistent standard of behaviour across the workplace. It also helps staff members understand how their actions may affect others in the workplace, as well as any potential legal issues they might face when carrying out certain activities.

Additionally, a comprehensive staff handbook can be beneficial in providing employees with easier access to a range of information about the organisation, such as any changes in company policies or updates on corporate operations. By taking steps to ensure that your business is organised and professional, you will be doing yourself a favour in achieving customer satisfaction and building a successful enterprise.

Conclusion

Not having a handbook could put your business at risk in a number of ways. Your employees will be left in the dark about company policies, making it difficult to enforce rules and maintain a professional appearance. You could also miss out on important information that should be included in a staff handbook so if you’re not sure where to start or how to create a handbook, our team of experts can help. We offer HR support services to businesses in London and across the UK, so you can rest assured that your handbook is up-to-date and compliant with all the latest legislation. Contact us today to learn more about our HR  support London services.

Know different types of employment contracts and determine which one to use based on various factors

Employment contracts are agreements or written statements of terms between an employer and an employee which set out the terms and conditions that each party is expected to abide by. There are a number of different employment contracts that you are likely to come across as an employer, the main difference between employment contracts is usually the hours of work or term of employment. There are also different clauses depending on the level of the job role. First, you need to establish the ‘employment status’ as it affects their legal rights, what they are entitled to and what can be expected of them. The 3 main types of employment status under employment law are; Employee, Worker, and Self-Employed. The main difference between these is their legal rights and your obligations as an employer.

Harwood HR Solutions is a bespoke Human Resources company with years of experience in all matters of HR. As such, we are best placed to understand the complexities of employment contract terms.

In this article, we will take a look at four of the frequently used contracts, how they differ and which contract terms may be most suitable for your needs.

Permanent employment contracts

The first type of employment contract you need to know about is permanent employment. This type of contract applies to employees who work regular full or part-time hours (these hours can be varied) and are paid either an hourly rate or a set salary for their work.

Permanent employment contracts will stand until they are terminated by you the employer or your employee. 

Permanent employee contract terms entitle employees to the full spectrum of statutory employment right; including paid holiday, maternity, paternity and adoption pay and leave, sick pay, shared parental leave and pay and parental bereavement leave and pay.

These contracts can usually be found by looking at job listings on various job boards and via internal recruitment within a company.

Temporary and Fixed-term employment contracts

Temporary employment contracts and fixed-term contracts are usually similar and used when a job opening is not expected to be permanent. They will usually have a set end date when employment will be terminated, although this date can be flexible. They are ideal for people who are travelling and looking for work while they are staying in a new country, or they are only able to commit for a short period of time for example students in a gap year; and for individuals who do not want to be tied down to a permanent role.

There are three main types of temporary employment contracts. These are:

1. Fixed-term temporary positions to cover circumstances such as maternity leave or sabbaticals of a specific length e.g. 6-12 months.
2. Temporary contracts for permanent positions in which an employee has been seconded for a short spell of three months.
3. A temporary contract whereby an individual(s) is employed to specifically work on a particular project that is due to last a set amount of time 

Industries which tend to use fixed-term or temporary contracts a lot include education, health and social care, factories and warehouses and public administration, amongst others.

Zero-hour contract

Zero-hour work contracts are generally used when an employer wants a level of commitment from an employee, but they do not know how much work they will be able to offer or how often they will need the employee to work. A zero-hour contract can be offered to either a ‘worker’ or an ‘employee’ however, regardless of their status of employment, they are also entitled to paid holiday but instead is based on how much and how long they work for the employer.

Recruitment agencies are generally the best place to find zero-hour work in a wide range of sectors including farming and hospitality, which both commonly require seasonal work or certain times within the year to cover busier periods.

Contract for services

A contract for services is provided to someone who is self-employed or a worker, or an employee getting work through an agency. This contract is suitable for someone who is in a trade or a specialised field and can complete a project or piece of work that requires their specific expertise. This could include, for example, a self-employed builder, a freelance underwriter or an agency sub-contractor.

The written statement of terms for this contract would not include the same statutory employment rights as a permanent contract. However, there would still be protection for their health and safety on client premises and against discrimination.

Considerations before offering an employment contract

There are a number of things you should consider before offering an employment contract:

• Are you offering the legal statutory minimum (e.g. holiday entitlement, statutory sick pay, notice periods, maternity, paternity and adoption leave and pay etc)?
• Are you proving the contract before their first day of employment?
• Is it the right contract for the role you are filling?
• Do you want to offer other benefits or perks?

It is not a quick process if you want to change the terms of a contract once both parties have signed. Any changes after this point would need notice to be given and maybe a consultation. Therefore, it is important you get it right from the start.

Conclusion

As you can see, employee contracts are complex, and it is important you choose the right one at the right time if you want to ensure both parties have the right protections. This is something a good HR consultancy can help you with.

Employment contracts and types can be a difficult subject to get your head around. Luckily, the HR experts here at Harwood HR Solutions are here to help you navigate your employee contracts so that you always use the right contract for the right employment status. Get in touch with us today for a free consultation on 0203 936 9171. 

It is important for employees to know what their rights and responsibilities are. Employees should be provided with a contract of employment which will outline the terms and conditions of the job. But is it a legal requirement to provide one? And what should be included in this document? Let’s take a closer look.

What is an employment contract?

Employment contracts are legal agreements between the employer and employee which sets out the terms and conditions of the role. This will usually include things like salary, working hours, holiday entitlement and notice period. Therefore, it’s important that employees read through this carefully to ensure that they understand all of the terms and conditions that have been set out.

Is it a legal requirement to provide a contract of employment?

Yes. All employees and workers have a statutory right to receive a statement of employment particulars (contract of employment) from day one of their employment, and the statement must contain specific information outlined within the Employment Rights Act 1996.

What information should be included within a contract?

There is certain information that must be included in a contract of employment by law, such as:

• name of the employee and employer
• start date of employment and the date the employee’s continuous employment started
• the method for pay calculations and when the employee will be paid
• terms and conditions relating to working hours
• holiday entitlement, public holidays, and holiday pay
• sick pay 
• details of the pension scheme
• notice to be given to, or provided by, the employee to terminate employment
• job title or description of the role
• expected duration of non-permanent work or the date upon which fixed-term work will end if applicable
• usual place of work
• details of any collective agreements which directly affect the terms and conditions
• disciplinary and grievance procedures
• terms relating to other forms of paid leave such as family-friendly leave
• details of any employee benefits
• probationary period terms including those in relation to length and conditions
• details of training provisions and requirements.

So, is it a legal requirement to provide a contract of employment? Yes! At Harwood HR Solutions, we can help you to produce a contract of employment that is compliant, up to date with current legislation and that fits with your business and its requirements.