FAQs

1. Do I have to provide my employees with a contract?

   Yes. Employees must be given a written contract, setting out certain key aspects of their employment, such as salary and access to training. The contract must be provided by no later than the first day of the employee’s employment.

2. When do I need to give a written contract?

   The legal right to receive a written statement of particulars of employment means that a contract outlining certain proscribed terms and conditions must be given by no later than the first day of employment, not within two months, as previously required.

3. What types of contract can I use?

   Contracts can be drafted to cover many different scenarios, such as to allow an employee to work permanently, temporarily for a fixed term or on a part-time basis. Contracts are also often adapted to suit different levels of seniority.

4. Can I make changes to an employee’s contract?

   A contract of employment can be amended or updated during employment. It’s easiest to do it when you have the employee’s consent and after a particular process of consultation has been followed.

5. What is a zero-hours contract?

   As the name suggests, this type of contract covers a flexible arrangement where no minimum number of working hours needs to be offered by the employer or worked by the worker. This type of contract may mean that such a worker has fewer legal rights, affecting things like sick pay and the ability to claim unfair dismissal.