Employment Contract Lawyers Glasgow, Scotland

As a minimum, an employer has a statutory duty to provide an employee with a written statement of employment particulars which confirms certain basic information in respect of the employment. This statement should be provided within 2 months of the start of employment and includes:

• The names of the parties;
• The date when the employment began;
• Job title;
• The employee’s rate of pay and the intervals at which this payable;
• Hours of work;
• Holiday entitlement;
• Notice entitlement with regards to termination of employment;
• Details of any rules that apply to sickness absence; and
• Any pension entitlement.

However, there are a number of other matters which the parties may wish to regulate, so as to ensure all terms and conditions which are agreed upon are properly set out.

By issuing a more detailed contract of employment, an employer can ensure parties properly understand their rights and liabilities, which can avoid costly disputes from arising further down the line.

In certain situations, an employer will have no ability or discretion to act in a particular way during the employment relationship if they do not have a contractual right to do so. Accordingly, covering further areas such as:

• Post termination restrictions
• Details of any enhanced sick pay scheme can be of real benefit.

Additionally, we can also assist in providing other policies and procedures that may be required to ensure the smooth running of the workplace. Whether a full staff handbook is or a particular policy is required, we are happy to help and can assist with policies and procedures for the following (amongst others):

• Discipline
• Grievance
• Equal Opportunities
• Absence management
• Performance management
• Maternity, Paternity and Adoption
• Flexible working
• IT Systems
• Use of Social Media
• Adverse weather; and
• Anti-Bribery