What should be included in a contract of employment

What is a term of employment contract? What are the rights of an employee under contract? What should an employment contract include? Why is an employment contract better?

Terms to be included in the same document. However, a statement of terms is the bare minimum required by law and does not protect employers properly. That is why an employment contract is much better for both employers and employees. The rights that you have under your contract of employment are in addition to the rights you have under law - for example , the right to be paid the National Minimum Wage and the right to paid holidays.

The legal name of the employer company - it is a good idea also to include the trading name, if different. The date the current employment began. Any earlier date upon which employment with a previous. Your contract (Employment statement) should at least state you (the company) the employee, start date, place of work, standard hours and rate of pay, other things like holiday entitlement, sick pay etc are optional but can cause a problem.

An employee has a right to certain information in writing. The things you list should be included or for sick pay needs to show where to find the info. The section below is section on employment contracts, but the other sections could be. The contract should clearly state if employment is ongoing or for a set term.

It should also include when the employee is expected to work to define the employer-employee relationship. Include the amount of hours the employee is expected to work and any flexible working options like working from home or remotely while out of town. Most employers require administrative , professional , and executive employees to sign an employment agreement or contract. The two terms mean essentially the same thing for this level of employee. While employment contracts are not required—except in specific cases—they can protect both the employer and employee.

The type of employment will also be significant when producing the employment contract. Making a flexible working request How an employee can make a flexible working request. Regardless of your employment status , if you’re working , you should have an employment contract. While most employment contracts are in writing, they can also be verbal agreements.

Oral contracts have the same legal authority but it can be much harder to prove. The employer must provide the principal statement on the first day of employment and the wider written statement within months of the start of employment. Employers must tell employees or workers. For sales staff or employees with particularly customer-focused roles, it is often useful to include post termination restrictions into the employment contract to protect the Company’s position. This may become important should you ever need to bring a claim against them.

Elements of an employment contract allow employees to work in a lawful and smooth manner. It also helps you ensure they work in accordance with the organisation’s work policy. These features of an employment contract include details governing organisation’s work and leave policy, pay and incentives, confidentiality terms, and more.

You should make sure that you state how commissions and bonuses will be paid out, and it’s typically best to ensure that the payment of a bonus is at your discretion. Gill Wooldridge discusses what should be include in a contract of employment. Some employment contracts often include an express term which states that a particular term is variable by the employer.

Such clauses may encourage the employee to assume that the changes are permissible, but even an express clause will not guarantee that the employer can significantly vary any contractual term to the employee’s detriment without agreement. You should also consider any gaps you might have left when writing up an employment contract. Some terms you may leave out as they are ‘too obvious’, or so integral to the role that you may not even have thought to include them.

In most cases it is preferable for employers to include a clause in employment contracts stating that workplace policies do not form part of the contract. At the same time, it should be outlined that an employer expects these policies will be observed by its employees.