Employment agreements really are at the centre of your business. They are crucial in the relationship between the business and its people. Our group can assist with all parts of drafting, examining and altering business contracts. It’s crucial that your contracts work for your business, accurately reflect what’s happening day to day and be practically enforceable. Our work regulation specialists situated in Southampton and Winchester will actually want to offer entrepreneurs and HR groups balanced supervision and assist with guaranteeing that your business contracts are agreeable and exceptional.
How we can help
- Guidance on employment status and the right type of document to use for different people working in your business
- Drafting employment agreements and ensuring employment contract compliance
- Advising on and drafting directors’ service agreements
- Review of clauses in your employment agreements and advice on The Good Work Plan
- Advice on when and how to review your employment agreements
- Making changes to employment agreements and communicating changes to staff
- Terminating employment contracts and best practice to defend the business
- Bespoke advice around elastic and hybrid working clauses in employment contracts
- Advice when an employment agreement has been breached and steps that should be taken
- Supervision on employment contracts and GDPR issues
- Advice on a-typical ways of working, including zero hours contracts and agency workers
- Advice on the work and agreements for self-employed consultants and servicers, including the impact of IR35 on those working through a personal service company
Different types of employment contracts- what to include
You will usually want to have several different templates for contracts of employment depending on the employee’s level of superiority and role. For example, it would be common to have a longer notice period for senior employees. You are also likely to need restrictive promises to protect the business when an employee leaves for senior roles, such as those in sales or management, which may not be required for more junior roles.
A worker or employment agreement should always, as a minimum, include the basic particulars of employment set out in section 1 of the Employment Rights Act 1996, otherwise known as a “section 1 statement”. Many contracts should go beyond this though to defend the business.
A contract which doesn’t include the key terms can make it harder for a business to enforce key terms or take action if a problem arises. It is therefore an important file to get right.
Agreements of employment should also be regularly reviewed to make sure they remain up to date.
How we work with you
Key Aspects acts for businesses and families throughout the UK.
Technology has enabled us to provide a high level of facility to our clients whether they are local to our offices or not. Our guidance can be given in many ways:
- Over the telephone
- Via video conferencing
- In face to face meetings
We will talk through how you would like to be contacted and the best ways for us to meet in our early discussions with you.
