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Contracts

Although it’s not law, it’s recommended that all employees regardless of whether they’re temporary or permanent or full or part time receive a written contract within eight weeks of starting work. An employment contract is designed to protect both the employer and the employee and clearly state what is expected from both parties.

Job Offer

If an unconditional offer of a job has been made then it cannot be withdrawn. It’s standard practice to make the offer pending references or medical checks, if these don’t come through or aren’t what was expected then the offer of employment can legally be withdrawn.

Garden Leave

Garden leave will usually be included in a standard contract of employment. This means that if the employee is going to be leaving their employment the employer can still pay them but ask they don’t actually work. This will typically mean the employee doesn’t come to work for the duration of their notice period.

Redundancy

Redundancy can only be carried out when there is no business need for an employee or employees within the organisation to carry out their stipulated jobs. The most common reason for this is because the business is simply not making enough money to cover all expenses (including salaries) or because technology has been introduced to replace those employees.

Maternity Leave

A woman expecting a child has the right to claim up to a year off as maternity leave. They are entitled to twenty six weeks standard leave but are entitled to take another twenty six weeks on top of that at a reduced wage. Under employment law any woman on maternity leave is entitled to the full benefits she would have been entitle to if she was still at work.

Computer Checks

Employers are entitled to check employees workplace computers only if this is already stated previously (like in their employment contract) that this practice happens. This means that an employer is allowed to take action against an employee if they’ve been using work equipment that goes against the terms of employment.

Unfair dismissal

Employees can only claim unfair dismissal if they’ve been employed consecutively for at least one year. However, if an employee has been employed for less than a year they can still claim breach of contract if the proper procedures were not observed before terminating their employment.

Too Much Time Off

An employer is entitled to start disciplinary procedures if an employee has to keep taking time off to care for a sick child or family member. Although a certain level of sympathy would be expected, if the employee is unable to perform their job to a suitable standard the employer is under no obligation to keep the employee on.

Bank Holidays

There is no legal obligation on the half of the employer to give employees bank holidays off although by law they can refuse to let employees work and refuse to pay them forcing them to take them from their allotted holiday allowance, although this is very rare.

Breaks

Adults are only entitled to 20 minutes break for every six hours of consecutive work they do. For employers working at a computer screen for long periods it’s recommended a screen break of five minutes is taken every hour but there is no legal requirement for this.

Jessica works for Real Asset Management UK who are fixed asset accounting experts Jessica works for Real Asset Management UK who are fixed asset accounting experts

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This entry was posted on Tuesday, May 31st, 2011 at 8:49 am and is filed under Career, Job Search, Legal. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.