Comprehensive, up-to-date contracts suitable for all staff
Net Lawman employment contracts are fuller versions than others you may find on the Internet.
We include not only the terms required to comply with the law, but also provisions that many contracts do not contain. These aim to protect your business from, for example: purposeful or accidental intellectual property theft; or being called to tribunals by disgruntled employees.
Our contracts are completely up-to-date with the law as necessary and we follow best practice recommendations by ACAS and other bodies.
We use plain English and modern language throughout the documents. Doing so makes clear your expectations for your employee without reducing the legal effect of the document, and has the additional advantage of making editing easy. Details such as duties and training provisions can be added if required, either within the existing text, or by reference to a job description.
Our contracts can be used by any type of organisation (including companies, charities, trusts, partnerships, and governmental organisations) of any size and in any industry.
They are suitable for:
for any new employee
to replace your existing contracts which may be out of date
for any level of employee (we provide fuller contracts for senior staff)
whether the employee is permanently employed (full or part-time) or temporary
Offering a contract of employment
A contract, written or verbal is made as soon as the employee accepts a job offer. So as to minimise future misunderstandings, we recommend providing a written employment contract with the offer letter, so that the employee can return an acceptance letter with a signed copy of the contract.
By law, all employees must be given a “written statement of employment particulars” within two months of starting work. This is a document that sets out the terms of employment that the employer must disclose, known as a “principal statement”. Our contracts include all the necessary information to act as a principal statement so that you don’t need to provide this information separately in a letter or another document.
Other policies and procedures not within the principal statement (such as data protection) could be included in the contract. However, especially when you have many employees, changing each employee’s contract (and ensuring consistency between employees) every time a new law changes can be time consuming and difficult. It is usual, therefore, to place all procedures and policies common to all staff in an employee handbook and refer to the handbook in the employment contract. This is the approach Net Lawman recommends.
Apprenticeship agreements have in the past been difficult for employers to end. An apprentice taken on under a traditional “contract of apprenticeship” has rights under the Employment Rights Act 1996 not to be unfairly dismissed (as do all employees).
In addition, however, the terms of the contract are likely to state that the apprenticeship is to last several years and that the employer is obliged to provide training. Such terms make ending a contract of apprenticeship difficult.
Not only could the employer face claims of unfair dismissal, but he could also face claims for wages to be paid for the remainder of the term and for compensation for loss of training and for loss of status.
In order to encourage businesses to take on apprentices, Parliament passed The Apprenticeships, Skills, Children and Learning Act 2009, which included the power to prescribe a model apprenticeship agreement as a contract of service rather than a contract of apprenticeship.
The difference is important, because a contract of service can be terminated on notice just like any other employment contract, without the apprentice being able to claim for compensation for loss of training, for loss of status or for unpaid wages for the rest of the training period.
The actual model - the information that must be included in order to qualify as an apprenticeship agreement - is set out in The Apprenticeships (Form of Apprenticeship Agreement) Regulations 2012 and came into force on 6 April 2012.
Of course, many employers prefer to avoid the bureaucracy of the formal scheme and simply train their own young employees in the way that best suits them.
If you are employing apprentices under the formal scheme, use our specific apprenticeship agreement. If you simply train your staff on the job, use our standard employment contract.