Statement of terms and particulars of employment
Within two months of starting your employment, you should receive a written statement which sets out important information about your employment. This should include:
- Your name and the name of your employer
- The date your employment started / when your period of continuous employment began
- How much pay you will get and when it will be paid
- What your hours of work are
- What your holiday entitlement is and how a day’s holiday pay is calculated
- What your sick pay entitlement is
- Your job title or a description of the work you do
- Your place of work
- Your notice period entitlements
- What pension scheme is available to you, if any
- If your contract is for a fixed term or is not intended to be permanent, when it will come to an end
- To whom you should raise a grievance if you have a complaint against your employer
- To whom you should appeal if you are unhappy with any disciplinary action taken against you
- Whether there are any collective agreements negotiated by a trade union which apply to your employment
If your employer changes any of these terms of employment, you should receive an amended statement within one month of those changes. If you have not received a written statement or contract which gives you this information, and there is then a dispute about any of your terms of employment, our team of specialist employment solicitors can help you resolve this.
Service agreements
We frequently advise directors and senior executives and others on the terms of their service agreements. We will ensure that you fully understand how the terms of the contract, including restrictive covenants, will affect you and can help you negotiate better terms if the contract seems to be one sided.
Changes to your contract of employment
Sometimes, your employer may want to make a change to your contract. Generally speaking, your employer should obtain your agreement to make those changes, but this will not always be the case. In some cases it may not be in your interests to refuse. If you are unhappy with the new terms that your employer wants to introduce, or if you find that changes have been made without discussion with you, you should take advice from us as soon as possible. Our team of employment solicitors can let you know what options are open to you and how best to respond to them.
Our charges
As with everything we do, our charges are very reasonable and tailored to the work that you would like us to do. In the vast majority of cases, we will agree a fixed fee for your work, so that you have comfort in knowing that you can safely budget, with no fear of receiving an unexpected bill from us.
