Yes. All workers must be issued with a form of contract, regardless of the hours they work. All can expect written terms of their working conditions and be made aware of Company procedures and expectations. A zero hours contract is generally understood to be a contract between an employer and a worker where: the employer…
An employer must give employees a ‘written statement of employment particulars’ if their employment contract lasts at least a month or more. This isn’t an employment contract but will include the main conditions of employment. The employer must provide the written statement within 2 months of the start of employment. If an employee works abroad…
Under the Working Time Regulations 1998, the 5.6-week holiday entitlement cannot be replaced by a payment in lieu, excepting where employment is terminated. If you have any further questions on the subject matter then please contact Karen Scott on 07762 629 448 or get in touch by clicking here. Disclaimer: While every effort is made to…
Whether or not a worker is engaged on a casual or zero hours contract, does not necessarily determine their employment status. Determining whether an individual is an employee, a worker or neither, will depend on the actuality of the nature of the relationship and, moreover, whether there is mutuality of obligation between the parties. The…
Although more employers are offering flexible working as an option for their workforce to assist in maintaining a healthy work-life balance, there is a statutory process that needs to be followed. To be eligible to make a flexible working request, employees must have at least 26 weeks service as an employee and are only entitled…
A fixed-term contract will usually terminate at a specified date, or on the occurrence of a specified event, such as the completion of a project or task. Under these circumstances, employees are not entitled to the statutory minimum notice, although best practice is to provide notice wherever possible. Breach of Contract will occur if an…