Change Is In The Air
As an authoritive domestic recruitment agency, we always stress the necessity of providing employees with a contract of employment.
But with so many legal changes on the way with some 2000 laws expiring and rewritten, we thought it useful just to stress some elements of contracts of employment.
Obviously the contract needs to be in writing to avoid any misunderstanding regarding: roles, hours, responsibilities and general workplace behaviour, etc.
A further reason why a written contract is vital, is that in the event you are subject to a claim at an employment tribunal and do not have a written contract in place, a successful claimant may be awarded additional compensation of between two and four of the claimant’s weekly pay. This is capped at £571 per week.
An element which can slip through the net is when an employee’s change of role occurs. It is vital that if their terms and conditions change these are reflected in an updated contract.
Our last reminder is that if a contract of an employment is changed without consent it can result in a claim of constructive dismissal.
Employers are strongly advised to obtain professional advice from a solicitor conversant in Employment Law. We can make a suitable recommendation, if required.
The Graham Agency, keeping you informed.