In an ideal world, all employees were happy and contented with no reason to make a compliant. In the real world however, the reality is that employment disputes do happen.
In my earlier blog I wrote about the importance of the employment contract in protecting schools against employment claims. In this blog I’d like to provide a quick overview of what the employment contract should contain.
Certain information must be contained within a contract of employment including:
- The name of the employer and the employee
- The employee start date and the date on which continuous employment began
- Salary amount and the timing of salary payments
- Hours of work
- Holiday entitlement
- Provision for sick pay
- Pension provision
- Employee notice period
- Job title
- Status of employment (i.e. permanent or fixed term – if the latter, the date when the contract will end)
- Place of work
- Collective agreement provision
- Provision for working outside the UK (if for more than one month).
In addition to the above generic information, as much information as possible should be included to ensure all parties have a clear understanding of their contractual obligations. It is also recommended that additional clauses such as ‘deduction from earnings’ and specific clauses related to senior employees are included.
Whenever a contract of employment is issued, you should ensure that the employee signs and returns a copy of the contract. However, you should bear in mind that the contract may still be valid, even if the employee does not sign it, if they are working in accordance with its terms.
For more information on how to protect your school against employment claims download our free guide ‘ download our free guide. Freeing you from the worry of employment claims, this guide aims to let you get on with what you do best – providing a first-class education to your pupils.