Employment contract what should be included

They might be best described as an agreement for one party to make themselves available for work from time to time and the other party to offer work if any is available from time to time. They seem to work best in industries impacted by significant seasonal fluctuations in demand.

What goes into an employment contract? Jump to: 1. What is an employment contract? What should an employment contract include? When do I need to issue an employment contract? Video: Can I change an employment contract? What is a written statement of particulars? Quiz: When do I need to issue a written statement of particulars?

What are the different types of employment contract? Recommended reading. Login to add to your reading list. Salary Make sure it is clear whether the salary quoted is an annual, monthly or hourly salary. Hours of work This is an interesting one, you have to think very carefully about the nature of the work and what is required.

Benefits Any benefits that form part of the contract should be set out clearly, this includes both statutory benefits required by law and any enhancements you make to those benefits. Disciplinary and grievance procedures You are required to advise your staff of the disciplinary and grievance procedures.

Previous Slide Next Slide. Find out more. Watch the following video by advisers from the Acas helpline to find out more. As soon as the offer of employment is made. On the first day of employment. Within the first 10 days of the start of employment. Within the first month of the start of employment. Within the first 2 months of the start of employment.

End of Article. Share this content. You can also use the employment contract to agree a wide range of other particulars with the employee, such as:. Implied terms are the terms which are deemed to be in the contract between employer and employee whether written down or not. Examples of this are detailed sickness absence procedures, non-contractual discretionary bonus schemes and cycle to work schemes.

This way changes can be made with less hassle. This usually means you would implement changes at the same time as offering a promotion or pay increase. If changes are made, you should provide details of the changes within one month of the change. If you are considering making substantial changes to the contracts of your existing staff we recommend that you discuss the best way of implementing these changes with an HR consultant.

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Free trial. Back HR Software. Back HR Software Overview. Back Partners Partner Programme Overview. Back About Us Our Story. Back Resources Resources Hub. Back Topics All Articles. What should be included in a contract of employment? Why is a contract of employment important? Do employees need a contract of employment? Other information the employer must provide on day one On the first day of employment the employer must also provide the employee or worker with information about: Sick pay and procedures Other paid leave for example, maternity leave and paternity leave Notice periods The employer can choose whether to include this information in the principal statement or provide it in a separate document.

The wider written statement Employers must give employees and workers a wider written statement within 2 months of the start of employment. This must include information about: Pensions and pension schemes Collective agreements Any other right to non-compulsory training provided by the employer Disciplinary and grievance procedures What is a contract of employment?

Why should employers provide their employees with a contract of employment? Terms of an employment contract Any employment contract will contain express terms and implied terms. Written statement of particulars Every employee who has been with you for at least a month must be given a written statement of terms. Can you change a contract of employment? What should a contract of employment include? A contract of employment will include explicit and implied terms. The different types of employment contract Full-time employment contracts — These are usually used for full-time, permanent members of staff and will set out salary or hourly pay, holiday entitlement , pensions , sick pay and benefits.

Fixed-term contracts of employment — These last for a set amount of time which is agreed in advance. It might not specify a specific amount of time but rather when a project is finished. Fixed-term contracts include many of the same rights given to permanent staff although certain things, such as holiday entitlement or benefits, depend on the length of contract.

Temporary employment contracts - These are similar to fixed-term contracts but there may be more flexibility on the end date depending on demand. There may also be increased flexibility for temporary contracts allowing workers to manage study or other commitments around the work. Freelancers and contractors contracts — These contracts vary in each individual case. Zero-hours contracts — These contracts mean an employee will only work when required by the employer.

A zero-hours worker however, can look for employment elsewhere and such a contract would not be valid if it stopped them from doing so.