Get it all in writing

There is no legal requirement for an employment contract to be in writing for it to have effect. However, it is advisable for employers to issue written contracts to their employees. Well-drafted written con- tracts give both parties certainty about their rights and responsibilities. They also offer...

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Bibliographic Details
Published inEmployers' Law p. 18
Main Author Chambers, Greg
Format Trade Publication Article
LanguageEnglish
Published London Reed Business Information UK 01.11.2013
Subjects
Breach of contract
Disputes
Employees
Employers
Employment contracts
Employment discrimination
Labor law
Writing
United Kingdom > UK
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Summary:There is no legal requirement for an employment contract to be in writing for it to have effect. However, it is advisable for employers to issue written contracts to their employees. Well-drafted written con- tracts give both parties certainty about their rights and responsibilities. They also offer employers the opportunity to protect their business interests. Employers are legally required to confirm certain terms and conditions of employment in a written statement of employment particulars, and by issuing a written contract they can discharge this duty. Standard terms can be a useful and efficient way of setting out contractual rights and obligations, particularly where the employer has a number of employees in roles of a similar level. Section 1 of the Employment Rights Act 1996 requires employers to give employees whose contracts last for one month or more a written statement of particulars of the main terms of their employment.
ISSN:1364-9493