Starting out
Staff Employment Contracts & Advice
Amazing service and spot on advise and knowledge. Great job done re-writing staff contracts and handbook.Richard,
David has been a huge support to me and my business. He developed our contracts and provided us with the relevant policies when we made our first hire. Since then he's always been on hand and ready to talk when I have ad-hoc queries providing clear and easy to understand advice. I highly recommend the HR Dept Clapham!Bryony,
We used the HR Dept to help us implement a handbook and contracts for our staff. The service was great and all was implemented without any issues. Rachel was very patient with us and explained everything clearly.Pavey Electricals,
Excellent HR Support from Nicola at The HR Dept. Nicola provided outstanding support in drafting a contract, ensuring clarity and precision. Her expertise and efficiency made the process seamless. Highly recommend The HR DeptTamsyn,
We are delighted that we chose to work with Sanhya Iyer from the HR Dept. She has supported us in conducting a full review of our employment contracts and employee handbook and conducting our contract consultation which has given us peace of mind that we are on the right side of employment law. Sandhya is always professional and on hand to provide ad hoc advice in a timely manner which has been invaluable for our business as we have grown and taken on new staff. We would not hesitate to recommend Sandhya to any business that does not have its own HR Department. Thank you for your ongoing help and support!Hannah,
Out-of-date contracts for employees can land you in hot water
Welcoming new employees to your business is an exciting event. But did you know that if you don’t have the correct contracts for those employees, you and your business are breaking the law? A correct and up-to-date contract for each employee is a legal requirement. It also helps you to communicate the terms and conditions of employment for your business.
If you hire staff of varying employment status, either part time, fixed term or permanent, and in different roles, you’ll need to ensure that they all have the right contract. A one-size-fits-all approach will not work or stand up in court or at an employment claim in the WRC.
Protect yourself and your business from potential pitfalls by enlisting expert HR advice on puzzling paperwork.
At The HR Dept we provide HR and employment law support that puts your business first. We will provide you with the correct contracts for all your staff. In addition to this, we can advise you on pay and benefits, as well as any further employment policies that might be beneficial for your business.
Get peace of mind and stay on the right side of employment law with The HR Dept.
Keep your contracts compliant
A staff handbook to reflect your culture
As your business grows it becomes more important to have a staff handbook that sets out “how things are done around here”. We write handbooks in plain English, which reflects the culture and style of each business. The handbook helps new staff learn the correct way to do things and reminds existing employees of the rules.
We take the time to get to know your business to make sure that your HR paperwork represents your company values and meets all the legal requirements. Want to know more? Simply call or email us and we’ll discuss next steps.
Up next read about payroll & pensions.
Employment Contract FAQ
There are two parties involved in an employment contract: the employer and employee. The contract is a legally-binding agreement between those two parties where each party will agree to a set of conditions, duties, rights and responsibilities. If either party breaches the contract and cannot resolve this directly, it may lead to mediation or legal action. Given the complexity of employment contracts – and costly repercussions if they are breached – the importance of involving HR professionals from the outset cannot be underestimated.
A written statement of employment particulars, such as pay, working hours and responsibilities must be provided on or before the employee or workers’ first day of work. It is also a good idea to have the full employment contract prepared before they start.
If an offer is unconditional, the contract becomes legally-binding as soon as that offer is accepted and it is not possible to retract the contract without breaching the terms, which could result in legal action. However, a conditional offer can be withdrawn if an employee does not meet the conditions of employment. For example they do not have the correct qualifications or immigration status or the employer receives bad references from past employers.
Employment contracts are important for both employers and employees because they ensure both parties are fulfilling their conditions and duties and they protect the rights of everyone involved. For employees, contracts state the benefits they are entitled to under employment including pay, sick pay and other forms of paid leave. They also ensure job security. For employers, contracts are an essential part of protecting business interests and confidential company information.
Contracts of employment should be signed by the employee, however where the employee has failed to sign it but continues to work under the terms and conditions laid out, a tribunal is likely to find that they have accepted the terms.
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