Employee Contract Lawyers
Why get advice on your employment contract?
Your work relationship may be one of the most important that you have, and so getting the terms of that relationship right from the outset and understand them is a sensible move, helping to avoid future disputes about working arrangements, hours, discretionary payments and responsibilities. Interpreting contract terms or related trade union agreements or getting to grips with the complexities of holiday pay calculations, share options and LTIPS, bonus payments and complex restrictive covenants can be bewildering. That’s where we can help you.
Our Services: Comprehensive Contract Review and Negotiation
An employer has statutory obligations to provide you with minimum written information about your employment terms. Our employment lawyers can advise you on whether those obligations are being met and can help you understand your entitlements and benefits including equal pay. Where appropriate they can assist you negotiate terms or changes to terms.
Protecting Your Interests: Non-Compete and Confidentiality Clauses
Thinking about terms related to leaving your job just as you start it, is often not at the forefront of your mind, but it should be! When you want to resign it is wise to know the restrictions on you from the outset, not at the point you want to leave! We can help you understand the obligations of confidentiality and post-termination restrictions being imposed on you and whether or not they are reasonable, enforceable and what steps you can take to improve your position. If you find yourself at risk of breaching non-compete clauses we can guide you on how to resolve challenges from an ex-employer.
Our team of lawyers can help you with any queries you may have regarding your rights, pay and benefits, including questions about equal pay.
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FAQs About Employee Contracts and Legal Support
There is minimum statutory information that an employer has to provide a worker often called a Section 1 Statement. The information includes fundamental matters for example, such as, the identity of your employer, place of work, rate of pay & frequency, hours or work and holiday entitlement.
This will depend on the facts, but it may be binding, for example, if the parties have worked to the terms of the contract over a lengthy period. It may depend on the specific term that the party is trying to enforce. Specific advice would be required on the facts.
Possibly. It may all depend on the nature of the change, what consultation process takes place and whether the contract itself allows for the variation. Fundamental changes are more difficult unless the contract clearly provides for the change to be made and then the employer must not breach trust and confidence by the manner in which the change is made.
An employer ought to provide a reason for terminating employment. Currently, if you have 2 years’ service you can bring a claim for unfair dismissal unless the employer can show that the dismissal was for a fair reason, such as performance, redundancy, ill-health or misconduct.
You can ask for a Section 1 Statement of terms. This is a day 1 right for all workers. You can seek a declaration from the employment tribunal as to your terms if it is not provided.
