When clients come to us for advice on any given matter, one of the very first things we ask to see is the written documentation which sets out their terms and conditions of employment.

An employer is required to provide its employees with a written statement of terms and conditions of employment (often referred to as a “contract of employment”) within two months of their employment commencing.Further, the failure to have written statements of terms and conditions, could increase any tribunal award by two to four weeks’ pay. Remember, contracts benefit both you and your employees. They ensure employees know where they stand and what’s expected of them, and they give you a written record to fall back on if they breach them.

Solution

So, where do you start? What needs to be included? That’s where we come in. We take the complication out of contracts of employment. From help differentiating between the different types and drafting watertight contracts that are bespoke to your business, to ongoing amendments, we’ve got you covered from start to finish. 

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Samira Cakali

Solicitor Advocate LLB (Hons), Higher Rights (Civil) at SCE Solicitors

Samira Cakali is a pragmatic and approachable solicitor advocate with extensive contentious and non-contentious experience in the fields of employment law as well as civil litigation, within a range of commercial businesses from SME’s to multinationals as well as senior executives.

Latest posts by Samira Cakali (see all)

• Changing from Employee to Consultant: pitfalls to avoid - January 10, 2020
• Contracts of employment: common errors and how to avoid them - December 20, 2019
• Dismissing An Employee With A Disability - December 17, 2019