Contracts and Offers of Employment
Full contract of employment (any industry) effective from APRIL 2009.
This comprehensive contract of employment is suitable for all staff and managers, in any industry, whose terms do not include company cars, healthcare or accommodation.
UPDATED FOR APRIL 09 CHANGES TO STATUTORY HOLIDAY ENTITLEMENT AND THE INTRODUCTION OF THE ACAS CODE OF PRACTICE ON DISCIPLINARY AND GRIEVANCE PROCEDURES.
- Full contract of employment (construction/building/roofing industry)
This contract is most suitable for trades employees and managers. The contract contains a 'zero hours' facility, stronger health and safety clauses than our standard contract, overnight stay terms and clauses detailing how approaches for 'cash work' should be handled. The contract also contains some optional restrictive covenants preventing employees from setting up competing businesses.
- Full contract of employment (licensed industry) Effective from April 2009.
This comprehensive contract of employment is suitable for all employees up to and including management level. It is specifically tailored to meet the needs of the licensed industry.
UPDATED FOR APRIL 09 CHANGES TO STATUTORY HOLIDAY ENTITLEMENT AND THE INTRODUCTION OF THE ACAS CODE OF PRACTICE ON DISCIPLINARY AND GRIEVANCE PROCEDURES.
- Full contract of employment (manufacturing industry/food) UNDER DEVELOPMENT - DO NOT USE
This contract is most suitable for trades employees and managers. The contract contains a 'zero hours' facility, stronger health and safety clauses than our standard contract, overnight stay terms and clauses detailing how approaches for 'cash work' should be handled. The contract also contains some optional restrictive covenants preventing employees from setting up competing businesses.
- Statement of written particulars (basic contract) - any industry. Effective from April 2009.
This statement of written particulars of employment (basic contract) is suitable for non-management hourly paid workers.
UPDATED IN RESPECT OF VARIATIONS TO STATUTORY HOLIDAY ENTITLEMENT AND DISCIPLINARY AND GRIEVANCE PROCEDURES EFFECTIVE FROM APRIL 2009.
- Contracts & Offers of Employment: Formal offer to accompany a contract of employment for a NEW employee
This letter can be used to make a conditional or non conditional, a temporary or a permanent offer of employment. It is most suitable for external employees. UPDATED FOR FEB 2008 NEW IMMIGRATION RULES
- Contracts & Offers of Employment: Informal offer to accompany a contract of employment for an EXISTING employees
This letter is designed to accompany a contract of employment or a statement of written particulars of employment. It is an informal letter to explain to an existing employee why you are sending them a contract of employment. - Letter confirming an amendment to a contractual term
This letter advises an employee about a change to their terms and conditions of employment. This change could be a change of job title, location, holiday entitlement, hours etc. - Salary amendment letter
This letter amends an employees salary while keeping other terms and conditions unchanged.
- Z: Full contract of employment (any industry) effective pre April 2009. DO NOT USE
For contracts commencing on or after 1st April 2009 DO NOT USE THIS CONTRACT BUT INSTEAD USE Full contract of employment (any industry) effective from APRIL 2009.
This comprehensive contract of employment is suitable for all staff and managers, in any industry, whose terms do not include company cars, healthcare or accommodation. UPDATED FOR OCTOBER 07 CHANGES TO STATUTORY HOLIDAY ENTITLEMENT
- Z: Full contract of employment (licensed industry) Pre April 2009. DO NOT USE
For contracts commencing on or after 1st April 2009 DO NOT USE THIS DOCUMENT but instead use Full contract of employment (licensed industry) effective from APRIL 2009.
This comprehensive contract of employment is suitable for all employees up to and including management level. It is specifically tailored to meet the needs of the licensed industry. UPDATED FOR OCTOBER 2007 STATUTORY HOLIDAY INCREASE.
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