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Contracts of employment

Employers are required to provide their employees with a Contract of Employment or written statement of particulars within two months of the employee commencing work otherwise employers may face the risk of paying compensation.

It is important that your Contracts of Employment reflect the needs of the business. We can draft bespoke Contracts which do exactly that. You just have to ask. If you already have Contracts and policies but you are not sure that they are up to date or you have had an issue and your policies weren’t any help we can review and update these for you ensuring that you have maximum protection.

We offer a free health check of your Contracts and policies so all you need to do is send them to us and we’ll do all the hard work for you. We can advise you on what you should have in place and what needs to be updated and let you have details of the cost and timeframe for completion.

Contracts are the backbone of the employment relationship and without them it can be difficult to prove what has been agreed. That’s why we recommend having good, solid contracts in place.

Give us a call on 023 8064 4822 or email us if you would like us to draft or update your contracts.

Offices in Eastleigh and Fareham.

News and media

  • News
    • Posted on September 27, 2016
      In McCann v Snozone Ltd ET/3402068/2015, Snozone Ltd appointed an employment agency to recruit suitable candidates for two maintenance engineer vacancies. Mr McCann applied and attended two interviews with Snozone. He received a call from the agency confirming that Snozone wished to offer him the job with a salary between £28,000 and £30,000. Mr McCann verbally accepted the offer.

      He received a second call stating that Snozone were pleased that he had accepted their offer. He was told that a written contract would be with him by the end of the week. Mr McCann later contacted the agency as he hadn’t received any documents.
      Posted in: Employment
    • Posted on February 19, 2016
      In Mr R Banaszczyk v Booker Limited [2015] UKEAT/0132/15/RN the Employment Appeal Tribunal (EAT) has overturned the employment tribunal’s decision that a Warehouse Operative did not meet the tests under the Equality Act 2010 and was therefore not disabled at the relevant time.
    • Posted on January 18, 2016
      The ECHR has ruled in the Romanian case of Barbulescu v Romania that an employer may be able to justify reading an employee’s personal emails. However, reasonableness and proportionality are required.
      Posted in: Employment

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