Contracts of Employment

Getting employment contracts right is a must for all employers.

You may be employing people for the first time or you perhaps you want to review your existing arrangements as a result of changes in your organisation. This section will point you in the right direction and make sure that you are legally compliant and adopt best practice.

Contracts of employment for different types of worker

When employing people getting the contracts of employment right is critical. All employees have an employment contract with their employer. A contract is an agreement that sets out an employee’s:

  • employment conditions
  • rights
  • responsibilities
  • duties

Employees and employers must stick to a contract until it ends (e.g. by an employer or employee giving notice or an employee being dismissed) or until the terms are changed (usually by agreement between the employee and employer).

The employment rights of any individual depend on the twin pillars of statutory and contractual rights. Statutory rights are fixed by law and vary depending on the category of worker (or employment status) e.g. employed/self-employed. Contractual rights are those defined in the contract of employment and can never be less than statutory rights.

You might feel that you need help in ensuring that your organisation meets legal requirements and also follows best practice or you may want advice about your current contracts or need help with new ones. If so you may find it beneficial to review the model polices on the PERS website.

For those who would rather have one-to-one advice PERS (Pay & Employment Rights Service) provide access to employment law and HR advisors.

Help with employment contracts 

A range of services provided by PERS (Pay & Employment Rights Service) are available to help your organisation with employment contracts including the ability to review model policies on the PERS website, and obtain one to one advice with an employment law or HR advisor. To find out more contact PERS.