Employment contracts and workplace policies govern the relationship between the business and its employees.
Employers are legally required to provide employees with a statement of certain employment terms at the start of their employment. This is the minimum requirement, however, we recommend including other provisions in contracts and more detailed workplace policies.
If drafted effectively, these will ensure that both the business and its employees understand what their respective obligations and responsibilities are at the outset of the relationship and make it easier to enforce what is expected of staff. A well-drafted contract is also essential for protecting your business in terms of confidentiality, intellectual property and post-termination restrictions.
We can also assist with other types of contracts (freelancers, contractors, consultants, casual workers, temporary workers).
Please also ask us about the changes to employment contract requirements which came into force in April 2020. There are now additional particulars which have to be provided to employees and workers before they start working for you. Contact the team for help with Contracts and Policies
If you want advice on the terms of any contract/policy, or assistance with drafting new ones, we offer competitive hourly rates and flexible fixed-fee options.
We will provide clear and upfront cost information to ensure that you remain in control of your costs at every stage.
You will be allocated to the most appropriate lawyer for your matter, who will be able to advise you.
We are experienced employment specialists and understand that each business is different, with different commercial considerations, organisational approaches and cultures.
We don’t take a ‘one-size-fits-all’ approach. Legal compliance is of course important, but we take the time to understand the needs of your business and ensure that you have the most effective contracts and policies in place (whether for junior employees or senior execs).
Our employment lawyers can review and optimise existing contracts and policies you may have, or work with you to produce new ones. Employment law is always changing so we recommend that you review and update your documentation at least once a year.
Spending some time and money on well-drafted contracts and policies is an investment because these are the most important employment documents. They will help you protect your business, manage the expectations of staff and avoid disputes.
We have updated contractual provisions and prepared a full set of GDPR compliant data protection policies and privacy notices for a London-based transport company following the implementation of the new regulations in 2018.
We have assisted a US-based company with an employment contract and essential policies for their first UK-based employee.
There a number of policies which businesses should consider having in place, but the essential ones are:
These are essential either because they are required by law or will help protect the business against claims.
It is difficult for an employer to make major changes to employee terms of employment without the employee’s consent. Always check the contract because it may allow you to make certain changes (either in respect of specific terms, or more generally).
However, even if there are variation clauses, for example around where employees can be required to work, if the changes proposed are important (which would include the location of the office), or disadvantageous to employees, your ability to impose change is limited, and you must at least have a good business reason to justify the change, and consult with employees and give them sufficient notice before implementing the change.
If a major change is forced upon employees in breach of your contract, they may have a constructive dismissal claim. Employees may also have a claim for unlawful deduction from wages if the change results in a reduction in their pay.
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|Address:||Hodge Jones & Allen Solicitors 180 North Gower Street London NW1 2NB|