Not only is it a requirement of the Employment Rights Act 1996 that employers issue employees with terms and conditions of employment from their first day of employment but well drafted employment contracts can be an effective management tool for employers to navigate the employment relationship.
Our employment law & HR specialists can prepare bespoke employment contracts that comply with current law and are tailored both to the needs of your business and the relevant employee’s role within this business.
We can also give advice and draft provisions to assist with the protection of your business to include intellectual property ownership clauses, confidentiality and post-termination restrictions.
We will work closely with you to understand your business and your requirements so that the contracts work for your business and achieve your objectives.
Our experts can also prepare director service agreements to reflect a director’s senior management role within the business and to reflect their statutory obligations as office holders.
Get in touch using this contact form or call us on 0161 969 3131.
Contract and Service Agreement Policies & Procedures
To supplement your employment contracts, we also prepare employment policies and procedures (either as standalone documents or as part of a comprehensive staff handbook). Having a staff handbook in place (with at least the key policies) provides an effective management tool and ensures that the standards expected of employees are clearly set out in one reference point.
This will assist in the running of your business, and help to reduce legal risk by making sure employees and managers understand the legal rights and responsibilities inherent in the employment relationship.
By way of examples, in some cases, provided the policies are implemented by bringing them to the attention of employees, proper training is given, and appropriate action is taken in the event of breach:
(a) an equal opportunities policy can help an employer establish a “reasonable steps” defence in any discrimination claims that may be brought; and
(b) an organisation has a potential defence to bribery claims if it can show that it had in place adequate procedures designed to prevent bribery.