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Contract of employment

Does your Contract of Employment reflect your relationship with your staff?

| Published on September 5, 2018

Does your Contract of Employment reflect your relationship with your staff?


In view of the recent changes to Data Protection in the UK, now is a good time to consider reviewing your Contracts of Employment and Policies to ensure they are up to date and effectively manage your expectations, risks and working practices.

Often as businesses grow or change direction, the need for added protection in a Contract of Employment is forgotten and the terms of the Contract no longer accurately reflect the working relationship you have with your employees.  Section 1 of the Employment Rights Act 1996 sets out the minimal legal requirements for employment contracts, however it is important to consider including other provisions, for example, a provision that will enable you to make a deduction from an employee’s wages to recover any money they may owe to the business or a post-termination restriction in order to protect your confidential information, customer connections, goodwill and the stability of your workforce.

If properly drafted and reasonable, post-termination restrictive covenants can limit the conduct of employees and prevent them from damaging the former employer’s business.

Regular reviews of your Contracts and Policies will enable you to ensure that they accurately reflect the working practices of your business and the level of seniority of each employee. If your Contracts and/or Policies are due a review or require any amendments, our Employment Team would be very happy to assist. Please contact Audrey Spencer, Head of Employment on 01202 725400 or a.spencer@hklaw.eu for more information.

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