• Receipt of references. • Proof of right to work in the UK. • Proof of qualifications (if applicable). • Signing full contract of employment.
An employment contract is made up of two types of rights:
• Statutory rights which are implied by law and cannot be modified or overruled even if you agree to do so with the employee.
• Contractual rights which can be agreed between the parties. Basic statutory rights The following are the employee’s basic statutory rights:
• Written statement of terms and conditions within two months of starting work; • Itemised pay slip; • National minimum wage; • Paid holiday (5.6 weeks’ per year for a full time employee); • Paid maternity/paternity leave; • Right to request flexible working; • Right to notice of dismissal; • Statutory sick pay.
The employee’s written statement of terms must be supplied within two months of employment and they set out following basic terms (even if only the statutory minimum):
• Job title; • Pay; • Hours of work; • Holiday entitlement; • Sick pay; • Whether there is a pension scheme; • Notice; • Grievance/dismissal procedures.
For guidance and help with drafting a simple employment contract go to the Business Link website at
www.businesslink.gov.uk.
Additional contractual rights
It is important to have clear terms and expectations for both parties. A good contract means good protection for the employer, however no contract means very limited protection. The following additional terms should be considered:
• Greater notice period (an employee who doesn’t have a contract is only obliged to give one week’s notice); • Confidentiality;
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