The employment law solicitors at Montecristo LLP have a comprehensive understanding of the importance of a robust contractual relationship between employers and employees, as well as the issues that can arise from these.
Our extensive knowledge and understanding of this area means that our employment contract lawyers are excellently placed to advise on a wide range of matters, from negotiating a contract of employment or providing advice on specific contractual terms to legal support and assistance concerning an employment dispute. Whatever sector you are operating in, speak to a member of our employment team for honest and approachable advice.
As an employer, you are under an obligation to provide a written statement containing written terms of employment no later than two months after the term of employment begins. This written statement must include:
• The name of the employer and the employee
• The date on which the employment began and the date on which the employee’s period of continuous employment began
• The scale or rate of pay that the employee will receive, or the method that will be used to calculate their pay
• The intervals at which the employee will be paid, i.e. weekly, monthly
• The terms and conditions with regard to their hours of work, their entitlement to holidays, incapacity due to illness, their job title, length of notice and collective agreements
• Information about relevant disciplinary and grievance procedures
If changes are made to a contract of employment, you must provide a written statement informing the employee of this as soon as possible, and no later than one month after the changes take effect.
Restrictive covenants are terms of an employee’s contract that expressly prevent them from doing certain things. Examples may include clauses that stop an employee from soliciting work from clients or from working for a competitor business once their employment has ended. Restrictive covenants can often become the subject of disputes – it is vital that employers seek expert legal advice in the course of drafting a contract to ensure these are reasonable and enforceable should an employee wish to challenge a restrictive covenant in the future.