As an employee you are entitled to receive a statement of employment particulars, more commonly known as an Employment Contract, from your employer within two months of commencing employment. This should contain some key information regarding your terms and conditions of employment including:
- the name of the employer
- your name and start date
- if a previous job counts towards a period of continuous employment
- how much and how often you will get paid
- hours of work
- holiday entitlement
- any provision for sick pay and pension
- place of work
- length of notice
- job title or a brief description of the work
- information if you are required to work outside the UK for more than one month
If you have not received a written employment contract after two months of beginning work then you can request one.
If you have been offered an Employment Contract or Director’s Service Agreement and need advice then one of our Employer Lawyers can go through the contract with you to give you a full and clear understanding of your contractual rights and obligations.
What our client’s say:
“Paula Stuart provided me with a demonstrable level of expertise in terms of Employment/Contract Law and I have no hesitation in recommending her professional services to anyone with a similar or related requirement.” Kevin Faulkner
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The Employment Team
Stuart Snelson Partner
Employment 07715 110425Stuart is Head of the Employment Department and has over 20 years’ experience advising on all aspects of employment and pensions law. His partner led service provides practical and commercially focused advice to a wide range of local, national and international clients on the whole range of work related matters.
Paula Stuart Partner
Employment 07887 998799Paula has over 20 years’ experience practising employment law and provides clear and practical advice to all clients in all aspects of employment matters. Paula also delivers bespoke seminars to clients to meet their specific training needs. Recent courses include ‘The Essentials of Employment Law’ and ‘Best Practice when Managing Redundancies’