Although with some employees a straightforward contract of employment consisting of only terms and conditions may be sufficient, it is advisable to ensure that Directors and/or Senior Executives have sufficient contracts in place in order to protect the business. Without a sufficient contract in place, a Director and/or Senior Executive may, for example, be free to compete with the business, solicit former customers or poach staff following termination of their employment.
Contracts of Employment and Staff Handbooks
Section 1 of the Employment Rights Act 1996 states that an employer must, within 8 weeks of employment commencing, provide to the employee a written statement of terms and conditions relating to specific particulars. We:
- Draft contracts of employment to not only incorporate the minimum legal requirements, but to also include bespoke clauses necessary for the protection of your business and commercial interests;
- Review any existing contracts of employment you may already have in place and advise on/amend any clauses that we consider may be necessary for the Company’s benefit;
- Discuss with you any other policies or procedures that may be beneficial to your business. For example, it is important to have clear and consistent policies regarding the use of the Company’s IT resources and its protection of data and other confidential information.