Employment Contracts and HR Policies

Employment Contracts

Employers must provide employees and eligible workers with a principal written statement of their main terms on or before their first working day. A comprehensive employment contract can satisfy this requirement while also addressing the wider terms governing the employment relationship.

Depending on the role, an employment contract may cover:

• duties and responsibilities;
• place and hours of work;
• salary and benefits;
• holiday and sickness arrangements;
• probationary periods;
• notice and termination provisions;
• confidentiality;
• intellectual property;
• the return of company property; and
• appropriate restrictions following termination.

The contract should reflect the individual’s role and the way the organisation operates. Senior employees and directors may require more detailed provisions addressing responsibilities, incentives, conflicts of interest and the protection of the business.

Contracts should also be reviewed when roles, working practices or the law change.

HR policies and staff handbooks

HR policies give managers and employees clear guidance on how workplace matters will be handled. They help organisations make fair and consistent decisions while establishing appropriate standards of conduct.

Policies may cover:

• disciplinary and grievance procedures;
• sickness absence;equality, diversity and inclusion;
• anti-harassment and bullying;
• family-related leave;
• flexible working;
• whistleblowing;
• health and safety;
• data protection and workplace monitoring;
• email, internet and social media use;
• remote and hybrid working; andperformance and capability.

Policies should be clear, accessible and appropriate for the size and needs of the organisation. Where suitable, policies can be expressed as non-contractual, allowing the employer greater flexibility to update them as its practices or legal obligations change.

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Directors, consultants and contractors

We can also prepare directors’ service agreements, consultancy agreements and independent contractor agreements.

The document should reflect the true nature of the working relationship. Describing someone as self-employed will not determine their legal status if the practical arrangements indicate otherwise.

Settlement agreements

Where an employer and employee agree to end the employment relationship, a settlement agreement can document the terms and settle specified legal claims.

For the agreement to be legally valid, statutory requirements must be satisfied, including the requirement for the employee to obtain advice from an independent adviser. We can prepare and negotiate settlement agreements for employers and help ensure the proposed arrangements are documented correctly.