Here is our 7 HR – Back to basics – 2 Employment Contract
Since the change in the law in April 2020, employees are entitled to an Employment Contract from day one of employment when previously it was within 3 months. We are still finding that many companies do not provide this on day one of employment, but this should be produced when the decision to employ the person has been made and signed, dated and sent to them for their viewing, with the agreement signed and dated.
As part of the 7 HR – Back to basics – 2 Employment Contract; it is important that your employee contract includes specific legal clauses and others which need to be adapted to suit your business and service/product you offer, such as the clause for deduction of wages. Unauthorised deduction from an employee’s wages can result in an employee, current or past making a claim to an Employment Tribunal regardless of length of service. Although this should make no difference, as companies need to work to best practice and the law or face the possible consequences that could occur, such as an award of £2,100.
We work with clients to draft a company specific Contract of Employment such as full-time, part-time, self employed, home working etc and by getting to know their business ensure clauses are adapted to ensure maximum usefulness for the employee and business.
As previously mentioned, failure to provide an Employment Contract from day one can result in a claim to an Employment Tribunal, claims for an authorised deduction of wages due to money being subtracted from an employees pay, and the company not contractually permitted to do so, even after consultation with the member of the team.
Areas which should be covered in an Employment Contract can be found by clicking here.