Please note that this News item is not maintained, and reflects the law as at the date of publication or update.
If your business still issues contracts to staff that were put together years ago, you could be in for a nasty surprise. Not only must general requirements be met in order for certain employment conditions to be binding, but following recent changes made to the Employment Rights Act contracts must now contain specific information, including in relation to holiday pay, grievance/disciplinary procedures, benefits and training.
An employee may complain to the Employment Tribunal if you have not issued a compliant contract, and in certain circumstances may even be entitled to compensation equivalent to four weeks’ pay. This is not to mention the potential legal fees you would face in obtaining advice and/or representation.
Our Employment Team is on hand to carry out compliance checks swiftly, and if necessary, bring your contracts up to date.
We can also ensure that you will not be prevented from enforcing important contractual clauses, such as those restricting employees from poaching clients or working for competitors after their employment ends. These clauses are often drafted ineffectively, which can allow a former employee to take advantage of information that is confidential to your business or trade connections that you have built.
If you have any concerns, speak to a member of our employment law team on 01323 435900.
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