Your employment contracts are the most important employment law documents you have. It is essential to ensure that they are always up to date and legally compliant. We recently teamed up with local HR consultant Henry Doswell to provide you with the following advice on amendments you’ll may need to make.

For example, recent changes in employment law will have required you to amend your contracts in at least three important areas (and these are just some of the most recent ones): Immigration Status, Pension Auto-enrolment and Restrictive Covenants…

Immigration status

You must have a warranty (or legal promise) from your employee confirming that they are entitled to work in the UK. If you negligently employ somebody who is not entitled to do so, you will be liable to pay a civil penalty and, if you knowingly employ such a person, you will be committing a criminal offence.

Pension auto-enrolment

Legislation which came into effect on 1 October 2012 requires all UK employers (whatever their size) to automatically enrol certain eligible workers into a pension scheme and to pay a minimum level of contributions into the scheme. In accordance with Part 1 of the Pensions Act 2008, suitable wording to cover your pension obligations must be included in your employment contract.

Restrictive covenants

Post-termination restrictions included in the employment contract are there to protect your business should an ex-employee attempt to compete with you or poach your staff or customers. It is essential to review these on a regular basis and in light of new case law regarding enforcement.

If you haven’t taken action to tackle these important issues yet don’t delay, we are here to help and can review your existing employment contracts, adding in clauses where appropriate to make sure that you are legally compliant and helping you to communicate this to your employees.

 

Give Paul Wood a call on 01474 561153 or 853856 to discuss your requirements or email paul.wood@a4g-payroll.co.uk

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