Employment Contract Solicitors

If employment terms are unclear, there is a greater chance of misunderstanding between employer and employee. A properly prepared document can help reduce uncertainty by setting out the key terms in writing.

We will talk you through the basic information needed and help identify which of our employment contract forms is likely to be appropriate. Where additional clauses may be relevant, we can explain what they are intended to do and how they may apply in practice.

Once we have your instructions, we will prepare the relevant employment agreement or statutory terms document. We will also explain how the document should be signed and issued.

This service is available on a fixed-fee basis. The current fees are set out below, so you can understand the cost before deciding whether to proceed.

There are countless types of claims that an individual can bring against their employer. A well-drafted contract of employment will give you maximum protection from the outset, outlining behaviours that constitute breach of contract by the employee. Other reasons for creating an employment contract, or reviewing an existing one, include:

Avoiding financial penalties

If you do not have a contract of employment, your employee can potentially claim four weeks’ pay from you. They are entitled to receive details of certain legal provisions within eight weeks of them starting work. Having a clear contract drafted for all employees limits your liability for costly settlement agreements down the line.

Preventing unfair competition and protecting your customer base

Employees sometimes leave to work for a competitor or to set up as competition. In both cases, your business will be at risk. Our solicitors can include specific contractual provisions such as restrictive covenants that restrict the ability of ex-employees to remove confidential information and/or damage your customer relationships.

Outlining disciplinary procedures

Many employers make the mistake of not including procedures for the handling of grievances and misconduct in their contracts, leaving them liable for claims by their employees. There should be a clear protocol to allow employees to both be informed of rights and duties, and dispute disciplinary actions as they see fit. If the process is not clearly agreed upon, an employee may be eligible to make claims for unfair or constructive dismissal.

Reclaim costs

Unless otherwise stated in special provisions in an employment contract, you have no right to reclaim overtaken holiday pay, training fees or other expenses that have been paid for or on behalf of the employee were they to leave part way through the holiday year or before the benefit of the training had been obtained by the business.

A little time and investment at the outset of the employment relationship can result in substantial savings for the business later down the line. Get in touch for help with contracts of employment.

The time our work takes to conclude will depend on precisely what we are asked to do, but we would generally expect to have taken your instructions within two days of you having bought this product. We would normally expect to have produced a usable template within 4 working days. Special dispatch may be available where necessary at an extra charge.

Our work for you includes:

• Ascertaining from you the full circumstances
• Preparing an appropriate Employment Agreement template
• Advising on the negotiation and execution of that form
• Offering advice and support throughout the process.

Employment Rights Act 1996 Section 1 requires all new employees to receive a statutory form outlining their basic terms of employment, prior to their commencement of work; failure to adhere to this requirement is actionable in the Employment Tribunal with compensation for failure to adhere of up to four weeks’ basic pay (currently up to £2,100 in total). Employment Tribunals normally make an award toward the maximum level possible.

We will draft the relevant notice for you, that you should provide.