Contract of Employment Template – Use a Crystal Clear Contract

If you are employing staff you need to ensure you do this correctly. The last thing you need to do is employ a person who doesn’t end up fitting into your company the way you would like them to, and then have trouble getting rid of them.

What if they are a bad decision? What if they spoil the rest of the team? One bad decision could certainly hurt your company and the best way to ensure you protect your company well is to ensure you have a crystal clear contract for them to sign when they first start in your business.

Your standards in your business need to be crystal clear to your employees otherwise you are going to have major issues when things go wrong. Employ your team with a Contract of Employment that outlines all of your expectations. A great way to create a contract like this is to use a template.

There are certain things that you should put in a contract to ensure your employees and your business are protected. It is about setting clear boundaries from day one so that both parties know exactly what is expected of them. Should there be any disagreements then it is best to refer back to the original agreement. This is certainly the best way to employ someone and certainly makes things very clear about how they operate within the company.

A template is going to save you considerable time and effort. Spend the money and save time.

It makes sense to have a clear contract for each of your employees so spend the time to find a good quality template. There are numerous places online where you can find templates for free and for sale. Obviously, you get what you pay for, so it pays to search for a contract that is going to suit your needs and your budget.

What Should an Apprentice’s Employment Contract Contain?

An apprentice’s employment contract should not be very different from a normal work contract

An apprentice’s employment contract is a work contract like all others and as such, it should not differ much from other employment contracts. The apprentice is an employee, after all, and will be required to do work. The only difference is that he does the apprenticeship in order to get valuable skills, to gain some work experience or to broaden their network. In general, an apprentice enjoys legally the same rights and shares the same responsibilities as a regular employee. Why do you need a separate contract then?

Well, the best idea is to use an existing employment contract and just to have an addendum to it. For example, the apprentice might need it as part of their studies so they might need a certificate or they might prove that they have done certain operations during the work or that they have acquired valuable skills. You can do this as a one-page addendum quite easily.

Otherwise, the apprentice’s employment contract does not differ much from a normal employment contract. The first thing would be the terms of the contract, or in other words what the duties of the employer and the employee are. That means the working hours and the payment, eventual accommodation issues, security protocols, etc. are to be included like for any other employee. What is different is that you need to include training details as it is the main reason why an apprenticeship is done. Depending on the different needs, you should include different details but it is always better to be quite descriptive and explain well what the apprentice will do. If you do that, you achieve two goals. First, the apprentices are normally not too experienced so that they will have a better idea of what they are supposed to do. This will relieve them as they will see that their effort is useful and appreciated. Moreover, the apprentice will most likely ask you to write them a recommendation. If you have already written in the apprentice’s employment contract what the apprentice would do, you can use it for the recommendation, as well. Thus, the reference will accord to the contract and it will be more valuable when the apprentice starts looking for a job.

Our general advice is not to make the apprentice contract too complicated and by no means more complex than a normal employment contract, at least. We also advise you to treat the apprentices as normal employees if you want to have better results from them. Nobody would work well if they feel that they are not wanted and their effort is not appreciated. You can start with the apprentice’s employment contract! If they see a good, comprehensive contract, it is more probable that they would put more effort than if they have a contract which clearly was not very well-thought. This is also true for all other work contracts, as well. If you have trouble when creating the apprentice contract, do find a legal document template online. This will be an easy and cost-effective solution.

Employment – Your Contract of Employment

A contract of employment is an agreement between an employer and an employee. This contract states your rights and duties as an employee as well as the rights and duties of your employer. These rights are known as ‘terms’ of contract. The contract doesn’t have to be in writing, but you’re entitled to a written statement of the main terms within two months of starting work.

Your contract of employment should be made up as soon as you accept a job offer and both you and your employer are then bound by its terms until the contract ends or until the terms of your contract are changed.

There are many aspects that have to be covered within your contract of employment so we will start with the basic information which is your job title and job description. Your employer technically doesn’t have to provide you with a job description but it is best that you try and get one as it will give you something to refer back to if you feel you are being forced to do unreasonable tasks, it will also state all of your responsibilities, including any extra ones that you may not have been aware of. Your contract of employment will also state your date of employment. This date of employment is the date that you officially become an employee of this particular employer. As well as showing the date that you officially become and employee, your contract, if not permanent, should state when your employment will end.

Two other aspects that will be placed within your contract of employment is your rate of pay and your hours of work. Your rate of pay will state how much you will be paid per year, before tax has been taken off, and when you will be paid, usually either monthly or weekly. When it comes to your hours of work it is important that you check you’re weekly hours and thoroughly read through your contract to see where you stand with overtime. Some contracts limit the amount of hours that you are able to work a week so checking your contracted hours is important to make sure that you are able to work the amount of hours that you agreed to.

Other aspects that should be placed within your contract of employment is your holiday entitlement and holiday pay. Most full-time workers have a statutory right to 24 days’ paid annual leave, and from 1 April, 2009 this increases to 28 days. There are merely just a few employees that might not automatically be given these rights. As well as having information about your holiday entitlement you will also need sick pay information. This part of your contract of employment will inform you about the amount of pay you are entitled to if you are enable to work due to illness If there are no terms or conditions related to pay due to injury or sickness, the work contract must say so.

Every aspect and detail of your employment should and needs to be stated within your contract of employment. If you feel that any part of your contract of employment is breeched at any time during your employment it is important that you seek professional help to find out where you stand legally.