Welcome to employmentlawcontract.co.uk
We prepare bespoke employment contracts and employment documents for our clients…
We are a firm of specialist Employment and Commercial Law consultants providing a diverse range of services to our clients. We have significant expertise in Employment Law and particularly in the preparation of employment contracts and associated documentation.
We aim to help our clients take care of their Employment Law obligations and we offer bespoke services in the formation and drafting of employment contracts, service agreements, consultancy agreements, zero hours contracts, employment policies, procedures, and other related documents. All work is carried out by experts and at a fraction of the cost of a firm of solicitors.
What is so special about an employment contract?
We understand that it is very difficult to make any kind of contract sound interesting. Instead of trying to do this, it is probably sufficient to say that the employment contract is often the employer’s first line of defence to costly workplace disputes. The contract of employment should be regarded as a fundamental and indispensable document to provide formality and structure to the nature of the relationship between an employer and its employee.
Not only does the employment law contract provide certainty within the employment relationship, it can often generate a greater sense of trust and security for employees. In addition to this, every employer is required by law to provide a written contract of employment to its employees within 8 weeks of them commencing their employment. The penalties for failing to provide a written contract can be significant.
ACAS has issued a new dress code, the main issues are religious dress and tattoos/piercings but it also covers off uniforms, health and safety dress codes such as clothing which may not be allowed in high risk areas or factories. The general principles of the code are as follows:
- Employers must avoid unlawful discrimination in
August has been an interesting month for TUPE in terms of decisions made by the Employment Appeal Tribunal. We thought it might be helpful to provide a brief summary of exactly what TUPE is and the circumstances in which it might affect your business.
What exactly is TUPE?
TUPE is an acronym for the Transfer
According to research reported by Yahoo, out of the 10 most miserable professions, Lawyers are at the top. The report goes onto say that 40% of those employed in the legal profession complain that they dislike their job. With a massive 54% saying that they think their career was a mistake and a further 37%
The recent chaos at Gatwick airport is possibly an example of when zero hours arrangements can go wrong, particularly when employees are required to work unsociable hours.
On the busiest weekend of the year, airlines have warned that some holidaymakers will fly without their luggage due to a critical shortage of baggage handlers.
The answer is, yes it could be. According to the Advocate General (AG) of the European Court severely obese employees may have a disability for the purposes of employment law. Obese employees will not need to show they have other impairments to be regarded as disabled under the UK’s Equality Act 2010.
The AG’s comments
The Employment Appeal Tribunal (EAT) recently decided that a mandatory retirement age of 65 was acceptable in the case of a former partner of a law firm. The full text of the decision is here.
The case before the EAT related to a former partner of a law firm named Mr Seldon. He was
The Employment Appeal Tribunal (EAT) was recently asked to look at the question of whether the owner of a company can be regarded as an employee for the purposes of a claim for a redundancy payment.
The case, Secretary of State for BIS v Knight, concerned a sole shareholder and managing director of a company
Constructive dismissal occurs when an employee terminates their employment in response to treatment they have received from their employer. Although the employer has not dismissed the employee and there has been no actual dismissal, the treatment would be regarded as being sufficiently serious to constitute a breach of contract and consequently to enable the employee
The European Court of Justice (ECJ), has determined broadly that in calculating holiday pay, an employer must take measures to ensure that a worker taking leave is paid by reference to commission payments that the worker would have earned if at work. Although the ECJ left the national Courts to determine the method of calculating