Contracts of Emplyment
Unfair Dismissal, hr consultants, Employment Law Advice
Every business owner needs to ensure that each employee has a Contract of Employment that’s current, accurate and fair.
If the people you pay to work for you are part-time, full time, shift workers, temporary workers, foreign workers, agency staff, contract staff, whatever the circumstances, each individual worker needs to have the right Contract of Employment.
As an employer you have that responsibility. Contracts of Employment require specialist knowledge of the law – and of your business circumstances to ensure that they adhere to current legal requirements and reflect the correct working conditions. You must ensure fairness for both employer and employee.
We can help you do that. We have that specialist knowledge.
Contracts of Employment and/or written statements all have to be done within the legal time limit (usually within two months of the start date) and contain prescribed elements including the Principal Statement (legal names, holiday entitlement and pay, notice periods, sickness, injury and sick pay, hours of work, job title etc), statements on collective agreements, pensions, disciplinary and grievance procedures, overseas employment and any implied terms.
Have you got signed copies of contracts of employment to indicate acceptance by both the employee and employer?
Have you obtained a signed receipt to indicate acceptance to any changes of contract?
If you think you have a problem with ensuring this routine HR admin work is done (and that you are therefore legally compliant as an employer and fair to your employee), contact us for help. We can do it for you.
Sagegreen offers a cost-effective, personal service from qualified HR professionals for business owners. You can have ongoing support and advice, site visits, regular updates, annual reviews – we’ll tailor our help to suit your individual requirements.
Sagegreen adds real value – and we take away doubt and confusion!
We’re only a quick ‘phone call away or check out our Sagegreen HR Blog
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