If you've been offered a new job or your employer proposes changing your contract, it is worth ensuring that the terms offered are in your best interests. Speak to our specialist employment contract solicitors who can review and provide swift, straightforward advice on your contract.
An employment contract is a legally binding agreement between you and your employer, which sets out the terms of employment. It should cover areas such as working hours and days, holiday entitlement, salary, and any benefits to which the employee would be entitled.
It is important that you take the time to review any employment contract provided by your employer before you sign, whether you are starting a new job, or if your contract has changed. It can often be worth asking an employment contract solicitor to review the contract as well, as many employers can use a variety of tactics to ensure contracts are weighted in their favour.
The term ‘employment contract’ can actually be quite misleading. This is because, under UK law, there is no legal obligation to provide an employment contract. Employers must provide a ‘written statement of employment particulars’ within two months of an employee’s start date, it is common for this to be referred to as an employment contract. If you’ve been given an employment contract before starting a new job, it’s likely this is the written statement of employment particulars.
What needs to be included in an employment contract?
When an employer takes on a new employee, they must provide a written document detailing the terms of their employment. At a minimum, this must include:
The employer’s name and main address
The employee’s name, job title or description of the role, and the start date
Salary and how frequently this will be paid
Working hours, and when and where they should be worked
Holiday entitlement (inclusive of public holidays)
Length of employment, including an end date for fixed-term employment
Details of any probation period, including length and conditions
Any obligatory training requirements and if these will be paid for by the employer
Any other benefits (such as childcare)
Employers are not required to include information on sick pay and procedures, notice periods or other paid leave within this document (though many do), but information must be accessible to employees on day one of their employment.
Can I get my contract reviewed by an employment contract solicitor?
You can. It can often be a good idea to get any new contract of employment reviewed by a specialist employment solicitor, as employers can attempt to ensure that the contract is weighted to favour them rather than their employee.
At Slater and Gordon, we have the experience and the expertise to look at any proposed employment contract and advise you on whether it's in your best interests to sign it or to ask for changes to be made.
This involves checking that your employment contract complies with all legal requirements and a detailed analysis on specific terms relating to your benefits package, including termination provisions. We'll also review any restrictive covenants to make sure they aren't too restrictive. Sometimes 'non-compete' covenants may be included in your contract to stop you from working with a competitor or setting yourself up in competition with your employer after you've left their company.
Importantly, we can react quickly to contract review requests, providing speedy and concise advice about specific points in your contract and helping you to negotiate better terms where necessary.
To speak to one of our experienced employment solicitors about a contract review, call us on 0330 041 5869 or request a call back.
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Can you help me with an employment contract dispute?
Employment contract disputes arise for several reasons, with the most common being that your employer wishes to change the terms of your contract. This is only legal when it's done with your consent. If your employer wishes to change the terms of your contract, they must consult with you or your representative, explain the reasoning behind the proposed changes and listen to any alternative solutions you put forward.
Where your employer fails to get agreement and changes your contract without your consent, you may have the right to refuse to work under the new terms. Alternatively, where the new terms are impossible for you to accept, you may be entitled to treat the changed terms as a breach of contract and resign, before taking action for constructive dismissal.
Naturally, refusing to work or resigning in protest are both very serious steps. You should ideally always take advice before resigning and our experienced employment solicitors are here to guide you if your contract of employment is changed without your agreement. If this has happened to you, call us on 0330 041 5869 or request a call back.
Why choose Slater and Gordon’s employment contract solicitors
Taking on a new job role can be an exciting time, but it’s crucial to ensure that your employment contract works for you. Having an experienced employment contract solicitor review your employment terms and provide clear and unbiased guidance can make the world of difference.
At Slater and Gordon, our team have a wealth of experience in helping people to understand their employment contracts and ensuring all terms are in their best interests. We have an outstanding track record of success in handling garden leave cases, and many of our solicitors have received recognition from esteemed legal publications such as Chambers and Partners and the Legal 500, so you can trust that you are in good hands.
I am very happy with the service provided which was professional, quick and efficient. I would certainly recommend Slater and Gordon Lawyers should any chance arise. Huge thank you!
V K (employment case)
The Manchester Office has been very professional, helpful and prompt when dealing with a settlement agreement regarding my voluntary redundancy. I would have no hesitation in recommending Slater and Gordon for any employment law issue.
D M (employment case)
I would 100% recommend Slater and Gordon if you need any help in employment law. They offer an incredible service.
H L (employment case)
We are an award winning law firm and have a dedicated team of employment solicitors to advise and guide you – no matter how complex your situation may be.
Affordability and advice
We're able to offer affordable expert legal advice and can provide guidance on all aspects of employment law. Our Initial Consultation provides tailored advice on your situation giving you clear guidance and options regarding next steps.
Tailored advice
We understand that employment situations differ – so we are able to provide tailored advice and guidance to suit your individual needs.
Local access
We are a national law firm, with legal experts available locally across the UK. Meetings can be arranged via telephone or video call, to suit your requirements.
Frequently asked questions about employment contracts
Is an employment contract a legal requirement?
Under UK law, employers must provide their employees with a ‘written statement of employment particulars’, detailing many key terms of employment include salary, holiday entitlement, job description and hours of work. Legally speaking, this is not an employment contract, though it is commonly referred to in this way.
What are the consequences of breaching an employment contract?
Often, if you’ve breached the terms of your employment contract, your employer will try to settle the matter with you directly, potentially through internal disciplinary or performance management procedures. However, they could sue you for damages, in the same way you could make a claim against them if they breached your contract.
What should I do if my employer breaches my employment contract?
If your employer breaches your contract, you should attempt to speak to them directly to resolve the matter. This could be by raising the issue with your manager or with your employer’s HR team. Where issues are not dealt with, or you believe they have not been handled appropriately, you could be entitled to make a claim against them.
An employment contract is legally binding under UK law, whether the terms have been written down or agreed verbally. Implied terms can also be protected under law (for example, an expectation for a job to be carried out to a certain standard), so it is important to that you and your employer are clear on what is being agreed and how the job will be carried out.
How does a change of business ownership affect my contract?
In some cases, the company you work for may be sold or transferred to another owner. When this happens, it's quite common for your new employer to attempt to impose new contracts on you and your colleagues. Fortunately, these contractual rights are protected by law under the Transfer of Undertakings (Protection of Employment) Regulations, also known as TUPE.
I am very happy with the service provided which was professional, quick and efficient. I would certainly recommend Slater and Gordon Lawyers should any chance arise. Huge thank you! V K (employment case)
The Manchester Office has been very professional, helpful and prompt when dealing with a settlement agreement regarding my voluntary redundancy. I would have no hesitation in recommending Slater and Gordon for any employment law issue. D M (employment case)
I would 100% recommend Slater and Gordon if you need any help in employment law. They offer an incredible service. H L (employment case)