Did you know…. you have a legal responsibility to issue terms and conditions of employment or employment contracts to an employee/worker on or before their first day?
Yes, that’s right since 6th April 2020, it has been a requirement that you need to issue a document setting out in full the main conditions of employment on or before the first day of employment. This can be in the form of a written statement of employment particulars or more commonly will be incorporated into a full contract of employment.
The information you need to include in employment contracts as a minimum is;
- the employer’s name
- the employee’s or worker’s name, job title or a description of work and start date
- how much and how often an employee or worker will get paid
- hours and days of work and if and how they may vary (also if employees or workers will have to work on Sundays, during the ‘night period’ or take overtime)
- holiday entitlement (and if that includes public holidays)
- where an employee or worker will be working and whether they might have to relocate
- if an employee or worker works in different places, where these will be and what the employer’s address is
- how long a job is expected to last (and what the end date is if it’s a fixed-term contract)
- how long any probation period is and what its conditions are
- any other benefits (for example, childcare vouchers and lunch)
- obligatory training, whether or not the employer pays for this
- for employees – the date a previous job started if it counts towards a period of continuous employment
- Sick Pay and procedures
- Notice Periods
- Additional paid leave
Additional Information to be given after the employment contracts
Within 2 months of the start of employment you also need to provide information on pensions and pension schemes, any collective agreements, disciplinary and grievance procedures and any other right to non-compulsory training provided by the employer.
What are the risks if you don’t comply?
Disgruntled employees, grievances and potential employment tribunal claims which will take valuable resources away from the business. Whilst an employee can’t make a stand alone claim in relation to the lacking terms and conditions of employment at an employment tribunal, they can make a complaint in tandem with another substantial claim. The results of which could be compensation of up to 4 week pay.
Ensure Compliance and Protect Your Business!
Don’t risk grievances or potential employment tribunal claims. Partner with Saxon HR to ensure you meet your legal responsibilities. Contact us today to get expert HR guidance on issuing comprehensive employment contracts on or before your employees’ first day. Stay compliant and safeguard your business with Saxon HR.