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Keeping up to date

We take seriously our responsibility to keep you up to date so that you can use changes in employment law to commercial advantage. By understanding and interpreting the latest case law and legislation we can deliver updates to you that are concise and usable. With imagination, we are able to ensure that developing law can be used to allow you to achieve commercial solutions, cost effectively and expediently.

Contract confidence

Posted on: November 8th, 2019 by Ginny Hallam

Compliant, commercial, contemporary – the three Cs that make for a great employment contract.

We review our fair share of them…here’s what we always tend to see:

Poorly drafted post-termination restrictions (or none at all) – meaning little or no protection when the employee leaves.

Old data protection provisions – meaning you’re not securing appropriate consent to take photos of employees or provide references.

Continued accrual of benefits after five years’ service – you could well be discriminating against younger individuals.

Holiday allowance – no reminder that if employees don’t use it, they lose it (new case law makes this important).

Performance processes that are still called disciplinaries – likely to make your process unfair.

Failure to comply with employment contract fundamentals – they’ve been required by law since 1996. Without them you could be exposed to fines of up to four weeks’ pay per employee.

Complex and confusing – tone that is not simple or straight-talking devalues what should be a straightforward document.

With the Good Work Plan making agreed employment contracts a day-one right, it’s a good time to take a fresh look at your contracts. Let us know if you’d like to look into a review or update of your documents.