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Are your employment contracts up to date and legally compliant?

On 6 April 2020, the law relating to employment contracts changed. It now requires further information to be included in employment contracts and for this to be given to all employees AND workers no later than day one of work.

If your employment contracts have not been updated for a while, you may be falling foul of these requirements. This does not give workers a standalone claim but they may be entitled to up to 4 weeks’ pay for breaches of these requirements if brought as part of another claim.

A summary of the new requirements is:

  • The right to a written statement has been extended to all employees AND all workers regardless of length of service
  • The following additional information must be provided:
    • Any terms and conditions relating to the days of the week the worker is required to work, whether or not such hours or days may be variable and how variation is to be determined.
    • Any terms and conditions relating to paid leave, including any relevant statutory leave.
    • Any terms and conditions relating to any other benefits.
    • Details of any probationary period.
    • Details of any training entitlement provided by the employer, including whether any part of that training entitlement is mandatory.
    • Particulars of any other training which the employer requires the worker to complete for which the employer will not pay.
  • The majority of information must now be provided in a single statement and on (or before) the worker’s first day at work.

If your employment contracts have not been updated for a while, you may be falling foul of these requirements.

If you need help getting your employment contracts up to date with the law get in touch with one of our employment lawyers today.  We can help review and revise your contracts.

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This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full General Notices on our website.

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