get more grievances

  get more Tribunal claims

  lose more Tribunal claims

  waste more time and money handling these

A contract of employment exists as soon as a person agrees to work for an employer. Contracts do not have to be in writing. But it is best that they are for two main reasons:

1. The Employment Rights Acts lays down minimum terms that must be put in writing for employees. Tribunals take a dim view of employers who don't have written terms and will award extra compensation to successful claimants.

2. It makes the terms of the contract explicit and reduces the opportunity for conflict and doubt, so minimising the chance of grievances and Tribunal claims in the first place.

Of course, you can develop your own. Or you can research ways to get them 'off the shelf' but these will need tailoring to your specific requirements. And you will need to keep them fresh and up-to-date. Surely you've got better things to do.

We will:

•  Review your existing written terms for free

•  Develop new written contracts if there are none or if existing contracts do not comply with the statutory minimum. We will write them in 'plain English', again to minimise any areas of doubt and potential conflict

•  Maintain your contracts for you - you just tell us when a new person starts or if there is a change and we'll do the rest. We will also ensure that they reflect any changes in legislation

Written contracts give the headlines - the detail needs to be in written policies.  Click here for more detail.

Contact Us

to discuss how we

can get your

contracts in order