Terms & Conditions of Employment

If you own or run a business, it’s likely that you employ people. Have a think about the last time you updated their terms and conditions of employment, or reviewed their contracts. When was it, and are they fit for purpose? Have you as the employer got the discretion to vary their duties to ensure the needs of your business continue to be met? Have you got a clause in the contract allowing for a deduction or repayment of money due to you? This could include overpaid sick pay or holiday entitlement when an employee resigns.

It’s also important for discretionary terms such as bonuses to be considered. Even if it’s non-contractual, once it’s offered it is classed as wages, which means that failure to pay a bonus could result in an employee applying to a tribunal for payment. Express and implied contractual terms need to be carefully considered when drafting an employment contract.

At S. Wilkinson Consulting, we’ve been drafting employment contracts and terms & conditions for many years. If you’d like to chat through our options to make sure your business is protected and employees have access to a document that’s easy to understand please get in touch: sarah@swchr.co.uk or 07891 698 981.