Employment contracts etc

Employment contracts etc

Didn't find your answer?

I guess for a number of reasons:

1. Aren't able to prepare forms themselves.
2. Can't be bothered to do it.
3. Service provided by solicitors is too expensive (especially with rapidly changing staff)
4. Other advisors are too expensive. Peninsula's service for up to 5 employees is £70 per month

Does anybody have an answer to this problem?

Directing them to Business Link site is a waste of time!

Replies (4)

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By Hansa
26th Apr 2012 10:45

Astonishing!

Apart from the law requiring it, I am astonished that anyone employing staff does not set out things like pay, holidays, sick-pay, probationary period etc. in written form!

At the minimum, a simple template letter should be prepared incorporating basic details of employment and printed out (2 copies) for the employee to sign and return (one copy).  I'm also pretty sure that standard contracts can be purchased and amended to suit.

Small firms complain when taken to tribunals - frankly if they are too lazy to even agree terms with employees I've no sympathy whatsoever. 

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By mark hodges
26th Apr 2012 10:47

be careful

As you know it is a legal requirement to provide a written statement of terms and conditions within 14 days of the employment starting.

For several hundred pounds your clients can get a 'standard' terms drafted by a solicitor or a hr consultant, which can then be reused / altered slightly each time to suit.

Given how costly and time consuming employment disputes are this is an area it is a false economy for any business not to deal with it.

regards

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By Sarah K Dunks
26th Apr 2012 13:57

Simply Docs

Have a look at Simply Docs - there are lots of employment templates.

 

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By alattax
26th Apr 2012 15:08

If you use Payroll Manager from Moneysoft it includes a contract of employment which covers all the important points.

The standard contract can be saved to a Word file which can then be amended as required.

You may find other payroll software that also has this facility.

 

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