Having clear employment contracts, policies and procedures in place mitigates the risk of confusion and of workplace disputes arising. They provide employers and employees with a clear understanding of the terms governing the employment relationship, guidance and the expectations on both parties.
As they say, prevention is better than cure and it is no surprise that the employment contract and policies are usually the first line of defence when issues do arise. Robust employment policies and procedures are essential for any organisation. Our employment law solicitors work with organisations of all types to put in place tailored contracts, policies and procedures which provide direction both for managers and employees, and help ensure there is fairness and less scope for workplace disputes.
If you want to spend this year focusing on running your business instead of firefighting employee relations issues, why not contact a member of our employment team to get your documentation in order now. For further information, please call or contact us via our online form. Why is it so important to have legally sound employment documentation in place? How Nelsons Can Help Our employment law solicitors work with organisations of all types to put in place tailored contracts, policies and procedures which provide direction both for managers and employees, and help ensure there is fairness and less scope for workplace disputes.
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Site navigation Enter your search term. Home Experts Legal Time to spring clean your employment contracts. With all this in mind, there are several points to think about if you are looking to review your employee contracts: Reviewing your contracts helps to keep them in line with current legislation and changing work practices. This consent can no longer be implied, so the contract would need to be updated with a separate consent ideally annexed to it. Update contractual terms as the employment relationship develops.
Minor changes can be made by letter, but more substantial amends may require an update of the contract itself. Keep copies of contracts and letters that amend terms. You may need to rely upon them as evidence. Changes to contracts may damage workplace relations and employee morale; proper management is key. Always ensure there is a business justification ahead of making any changes — never act on a whim.
Consult directly with employees or employee representatives informing them of the need for change and, wherever possible, obtain employee consent to the change — preferably in writing. Consider providing another benefit to replace the entitlement being withdrawn. Be prepared to stretch out your timescale and have a fall-back provision if changes are challenged.
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