When you start a new job, you and your employer will discuss the terms of your employment and your duties towards each other. Surprisingly, it is not a legal requirement to have a written contract straight away – a verbal one is sometimes enough – but having one will allow both you and your employer to know your rights within the company and protect you from legal action if either does not fulfil their obligations.
You are entitled to a written contract, under the Employment Rights Act 1996, within two months of starting work. The contract should state (as a minimum) your role in the company, your salary, any sick leave or holiday entitlement, how much notice you’re expected to serve before leaving, your hours of work and where you will work.
If you do not receive a written contract within two months, you must write to your employer to request one, making sure to keep a copy of the letter you send. If he refuses to comply, speak to us for advice. It’s important that your employer follows his legal obligations and that you are issued with a written contract to sign to protect you from legal action.
Here at Burt, Brill & Cardens we are experts in employment law for employees and pride ourselves on our bespoke service. Why not give us a call today on 01273 604123 or pop in and see us in one of our offices.