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Working conditions (information laws) stipulate that if your employer does not provide you with written information about the terms of your employment relationship, you can file a complaint via the online complaint form available on There may come a time at work when you need to check the exact terms of your employment contract. This may be due to the fact that a dispute has arisen between you and your employer, that you want to review your claims because you are threatened with dismissal or that your employer is trying to change your conditions. B for example in terms of working conditions, working hours or salary. Currently, most people in the gig economy are classified as self-employed and have no legal entitlement to benefits in paid employment. Your employer doesn`t have to specify how many hours of work they will give you if you have a zero-hour contract. If you have a zero-hour contract, your employer can`t stop you from working for another employer. Remember that legal contracts are binding on both parties. They also have obligations and responsibilities under an employment contract.

The contract may specify a period of employment. If the employee isn`t really getting trained, you`d still be stuck with her – or you`d have to go back to the drawing board and negotiate a new contract with her to cover the early termination. Yes, not all (or part of) the express terms of your employment relationship are necessarily set out in a formal, written employment contract. You can find some of your express terms in a subsidiary document, written statement, letter or email from your employer, or in the Employee Handbook. Your contract may contain terms set out in a “collective agreement” negotiated between your employer and your union. This article focuses on the pros and cons of creating written contracts for your employees. For more related articles, see FindLaw Hiring Process. If your employer breaks your contract, you should first try to resolve the issue informally with them.

You may be forgiven for asking: Do my employees really need a contract now? When you make changes to an employee`s contract, in most cases, you will need to obtain the employee`s consent. If this does not happen, it usually leads to a breach of contract. That`s why it`s so important to seek advice from a labour law specialist. Zero-hour contracts are becoming more common. They are offered in many sectors, including the care industry, hospitality, warehouse work and couriers. Do you have problems with your salary at work or is the wage you receive below the minimum wage? Then the first thing you need to do is talk to your employer. As an employee, the implicit terms of your contract mean that you are obligated: in these cases, you would use the contract to limit the employee`s ability to leave without notifying you in a timely manner. Although it does not need to be in the details of the job, this statement must also tell the employee where to find information on the following points: Essentially, this is a matter of contract law – that is, the employment contract signed and agreed between the employer and the employee. If you have any concerns about this, it is strongly advised to seek advice from a competent lawyer before signing the contract.

You can also ask for such advice after signing it. However, you should look for offers before accepting legal advice, as lawyers` fees vary. If you need to work outside the state for a period of at least one month, you must receive a written explanation of the working conditions before leaving the country. Check with an employment lawyer to discuss the need for a contract with a specific employee if you`re unsure. A lawyer can also make sure that the language of the contract you provide is correct and sufficient. If you try to bind an employee to a provision that is not supported by law, your entire contract may become invalid if a dispute arises. Another situation where employment contracts make perfect sense is when you have employees who learn and work with your company`s trade secrets. If this happens, you`ll probably want to include confidentiality clauses in your contract that prevent employees from disclosing your trade secrets or customer lists. In addition, you can include a non-compete clause in an employment contract that prevents former employees from competing with your company for a certain period of time after the end of their employment relationship. If you believe the job offer was withdrawn due to discrimination, you may want to consider taking legal action for discrimination before an employment tribunal. You will first need to check if you have a strong case of discrimination. Oral contracts have the same legal authority, but it can be much more difficult to prove what has been agreed.

If there is an express term that says otherwise, the term express wins. For example, if you`ve worked 25 hours a week in the past two years, but your contract specifically states that you work 30 hours, you need to work 30 hours a week, unless your boss has specifically agreed to change your hours. Explicit conditions are agreed between you and your employer. They are agreed orally or in writing in the written contract or in other documents that are part of your contract with your employer, such as . B an employee manual. This is not an exhaustive list, but explicit terms usually include remuneration, hours of work and a notice period. For example, during a probationary period, you may not have all the rights you have when the period is over. But there can be no restrictions on your legal rights. For example, paid leave, statutory maternity leave or sick pay. Implied terms are not written into a contract, but would be an expected behavior and can be included in most employee contracts.

If you have never received a written copy of your employment contract, don`t worry – you will still have a contract, but its terms will be agreed implicitly and/or verbally. However, for the sake of clarity, it is always better to have a written employment contract. Ideally, your employer should provide it, but if it doesn`t happen a few weeks after the job starts, you should ask for a written contract to be given to you. The contract may include a trial period and allow an extension of this period. The Unfair Dismissals Laws 1997-2015 do not apply if you are dismissed at an early stage of your employment during your probationary period or in training, provided that: If you have been employed by the same employer with a number of short-term contracts, these will be added together to ensure “job continuity”. When working, it is important to understand how your written or oral employment contract establishes the rights and obligations for yourself and your employer. It`s important to know what might be included in your employment contract, how your rights affect employment status, and what to do if you have a complaint or breach of contract. A professional with very specific skills or an employee who knows your market and competitors would be an example of someone you might find difficult to replace if they suddenly left your workplace.

You should consider this if it can be difficult to find and train a replacement in a particular area or area. Be sure to keep copies of all documents your employer provides to you. This makes things much easier if there is a dispute about your contract. The rights you have under your employment contract are in addition to the rights you have under the law – for example, the right to receive the national minimum wage and the right to paid leave. For example, if you need to keep one of your business transactions confidential, the employment contract is the right place to specify this. Not only does this expectation make this expectation obvious, but it also helps protect your business from a legal perspective. If you are working, you should have an employment contract regardless of your employment status. There is no legal obligation to have the employment contract or written declaration of information signed. Once the candidate has accepted the position, there is a legally binding employment contract between the employer and the candidate. The law does not require witnesses or a signature to make it valid. What really matters is that there is an offer, an acceptance, a consideration and the intention to establish legal relationships. As always, it is important to seek advice in labour law when it comes to employment contracts.

Similarly, it doesn`t give you an excuse to make changes to an employee`s contract, such as discounting. B of his hours or salary. Your employer, in turn, must provide a safe work environment and should not ask you to do anything illegal, i.B. drive an uninsured vehicle. One of the biggest benefits you get when using employment contracts is that you have the opportunity to stay with your best employees. You can do this by including conditions in the employment contract that limit the reasons an employee can use to leave your company. The short answer to this question is “no.” That`s why it`s tempting not to bother: when you`re trying to start a new business, you probably have a hundred different things in mind. You work on your business model, evaluate profit margins and look for new employees who can turn your idea into reality. But not having written contracts is a bad idea. Here`s why.

You must keep a copy for your records and then provide them with a copy for their own records. However, if you are able to negotiate with the people you hire to do the work, you may be able to include some of these rights in your contract. A sample of a 5-day declaration of conditions of employment (pdf) can be found on . . .