Employment contracts clearly outline the rights and obligations of both the employer and employee. They provide a framework for managing expectations, responsibilities, and performance, which helps prevent disputes and ensures compliance with employment law.

An employment contract should include key details such as job description, working hours, pay and benefits, disciplinary and grievance procedures, confidentiality agreements, and termination terms. The specifics will vary depending on the nature of your business and the role of the employee.

Detailed policies and procedures provide consistency and clarity in how your business operates. They set expectations for behaviour, outline processes for handling disputes, and help protect your business from legal risks, particularly in areas such as disciplinary actions, health and safety, and anti-discrimination.

A policy is a general statement that sets the principles or guidelines for a particular area of your business (e.g., anti-harassment policy). A procedure outlines the specific steps that need to be followed to implement the policy (e.g., the process for reporting and investigating harassment claims).

While standard contracts and policies can provide a base, it’s important to tailor them to reflect your business’s specific needs, the roles of your employees, and industry requirements. A one-size-fits-all approach may not be sufficient to address the nuances of different job roles or legal obligations.

If an employee breaches their contract, the next steps depend on the severity of the breach. Disciplinary procedures should be followed, starting with informal discussions and progressing to formal warnings or dismissal if necessary. Clear policies and procedures will guide this process and ensure it is handled consistently and legally.

Clear disciplinary procedures ensure that employees understand the expectations for their conduct and the consequences of failing to meet those expectations. They also provide a structured process for addressing issues fairly, reducing the risk of disputes or claims for unfair treatment.

Having clear and fair disciplinary procedures in place can help defend against claims of unfair dismissal or other disputes. If an employee challenges a decision, following your policies ensures that you can justify your actions and show that the process was fair and legally compliant.

Our employment team works closely with you to understand your business and its unique needs. We’ll help draft employment contracts, policies, and procedures that align with both legal requirements and the way you operate. This ensures that your business runs smoothly and that you are protected in the event of a dispute.

It’s important to regularly review employment contracts and policies to ensure they reflect any changes in the law, business operations, or employee roles. We recommend reviewing them at least annually or whenever significant changes occur in your business or the legal landscape.

While some aspects of contracts can be standardised, it’s important to tailor contracts to different types of employees based on their working arrangements. For example, part-time employees or contractors may have different terms related to working hours, pay, and benefits compared to full-time staff.