Terms and conditions of employment
Frequently asked questions on legal issues relating to terms and conditions of employment.
Resources
-
Legislation governing terms and conditions of employment.
-
Whether employees need written contracts.
-
Whether provisions in staff handbooks are part of an employee’s written contract.
-
Whether an employer can withdraw a job offer.
-
What an employer should include in a written statement of employment particulars.
-
What happens if an employer does not provide a written statement of employment particulars.
-
What happens if the express terms in the written contract of employment do not cover something really important.
-
What, apart from the written particulars, does an employer have to consider when drafting terms and conditions.
-
Whether it is legally possible to vary employees' contractual terms.
-
Whether the demotion of an employee amounts to a unilateral variation of contractual terms
-
Whether employers need to collectively consult employees if they intend to try and change their terms and conditions by dismissal and re-engagement.
-
The amount of notice employers should include in employment contracts.
-
Whether employers can avoid paying bonuses by using genuinely discretionary bonus schemes.
-
Whether employers can include mobility clauses in employment contracts to force employees to relocate.
-
Whether employers can include different terms and conditions in contracts based on length of service.
-
Definition of 'garden leave'.
-
The implications of imposing garden leave if an employment contract does not contain a garden leave clause.
-
Can an employer make payment in lieu of notice if there is no express contractual provision allowing it to do so.
-
The types of restrictive covenants that employers should include in employment contracts.
-
How far can employers go with respect to restrictive covenants in their employment contracts.