Julie Duane, Solicitor Advocate at CG Professional.
Did you know from 6 April 2020 you will have to provide an employment contract to all workers on their first day along with some additional extras which are mandatory?
For years employers have had 8 weeks from an employee commencing their role to deliver up a contract of employment. However, following a radical change by the government D-day is now fast approaching on 6 April 2020.
The new legislation is due to come into effect namely the Employment Rights (Employment Particulars and Paid Annual Leave) (Amendment) Regulations 2018 and Employment Rights (Miscellaneous Amendments) Regulations 2019, which means employees commencing employment on or after 6 April 2020 must be provided with an employment contract on day 1 of their employment.
Currently, employment contracts should contain various information such as holiday entitlement, rate of pay and hours of work etc. However, the changes require additional content, which must include:
a) Any terms relating to the days or weeks the workers are required to work;
b) the hours and days of work which may be variable and how that variation is calculated;
c) Any terms relating to paid leave such as maternity leave;
d) Any other benefits provided such as medical cover, bonuses etc;
e) Details of any probationary period, including the length of probation and any conditions applicable; and
f) Any training provided, including that which is a prerequisite of the role and any other training the worker must complete, but for which the employer will not contribute towards.
Whilst you will not usually be duty-bound to provide existing employees (employed prior to 6 April 2020) with an updated employment contract, you must do so within 1 month of a request being made.
In preparation of these subsequent changes CG Professional can assist you in the following ways:
a) Preparing template contracts of employment for junior employees;
b) Preparing template contracts of employment for senior employees;
c) Preparing directors service agreements; and
d) Preparing an updated Employee Handbook and/or standalone policies and procedures.
If you have any questions regarding the above or wish to find out further information in terms of proposed changes on 6 April 2020, please do not hesitate to contact a member of the CG Professional Team who will be more than happy to help