Contract of Employment & Employee Handbook

Employers must provide a Written Statement of the Main Terms and Conditions of Employment within two calendar months of any new employee starting work. Some people might assume that a contract of employment consists of only those things that are set out in writing. It's true that many of the main issues, such as pay and holidays, are usually agreed in writing. However, contracts are also made up of terms that have not been put in writing. This is either because they are too obvious to mention, necessary to make the contract work or custom and practice within the organisation. Of course, it is always best practice to put a contract in writing. It saves a lot of potential misunderstanding further down the line, and will help employees understand their employment rights from their first day of employment.

Each time a policy is introduced or amended you must notify your employees, asking them to familiarise themselves with any relevant points. To enable your employees to do this you should either send copies to them or let them know where to find a copy, e.g. on your intranet. Specific policies such as dress code, smoking policy, company car policy and staff benefits need to be thought through and can be designed specifically to fit your business requirements without affecting your employees’ rights under current employment law. A company handbook can lead to improved performance, a more efficiently run business and reduce the risk of being involved in costly tribunals and disputes. sothis can produce bespoke contracts of employment, and company handbooks to ensure you comply with the law and effectively communicate your policies and procedures.

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