Request a callback today »

Terms and Conditions of Employment: What you need to know

January 29, 2019 | By: Becky Edwards

terms and conditions of employmentIn our recent article we reminded employers of the importance of issuing the terms and conditions of employment required under the Employment Rights Act, within the first 2 months of a new employee’s commencement of employment. Have you taken the steps to make sure your business is HR ready? The following recent tribunal case highlights the need to ensure your staff contracts and handbooks are up-to-date, thereby minimising the effect of any negative costs to your organisation.

Tribunal Case Law – A Warning for Businesses

In 2018 the EAT considered this requirement in the case of Stefanko and others v Maritime Hotel Ltd and another. It held that the requirement under the Employment Rights Act is that a written statement of terms and conditions of employment must be provided no later than two months after the commencement of employment. Furthermore it also confirmed that a statement must be provided even if an individual’s employment ends within the 2 month period. The EAT highlighted that it remains best practice for such terms to be issued as soon as possible to ensure that the employer and the employee are afforded as much protection against conflict or grievance as possible. A failure to provide written terms and conditions of employment will result in a declaration by a tribunal to ensure the correct terms are issued. However, if the claimant has successfully brought any other substantive claim before the tribunal they will also receive a compensatory award of either 2 or 4 weeks’ pay.

Is Your Business Compliant?

terms and conditions of employmentFurther Employment Law developments are on the cards in the next year. In its recently published Good Work Plan the Government has committed to extending the rights of workers as well as employees, to ensure that a written statement of terms and conditions of employment is in place from the first date of employment. This is likely to become effective from April 2020. With legislation constantly changing we understand the challenges that businesses face to maintain compliance. Our experts provide practical HR advice and support, leaving you to focus on what you do best. Here at Wirehouse we ensure that our client’s documentation is legally compliant in readiness for any new starter and we will keep you abreast of any further developments. Ask our experts online today for access to Employment Law and HR advice from our legally qualified team of Consultants.

CALL 033 33 215 005 | EMAIL info@wirehouse-es.com

About the Author
Becky Edwards
Becky Edwards
Becky Edwards, Author at Wirehouse Employer Services

Becky started her career supporting access to the workplace for disabled applicants and employees. From there she progressed into an Employment Law role advising organisations on contentious HR issues, implementing Terms & conditions and HR policies and delivering HR training. Becky has also accrued several years’ experience defending businesses at Employment Tribunals enabling her to be able to give advice with a strong understanding of the potential legal pitfalls.

More from the site

Suspending Employees – Getting it Right and Providing Support.

Suspending Employees – Getting it Right and Providing Support.

Employment Law Changes 2024

Employment Law Changes 2024

Apprentice Contracts versus Apprentice Agreements

Apprentice Contracts versus Apprentice Agreements

Sexual Harassment in the Workplace

Sexual Harassment in the Workplace

Flexible Working Request | The 2023 Employment Relations (Flexible Working) Bill Update to Legislation.

Flexible Working Request | The 2023 Employment Relations (Flexible Working) Bill Update to Legislation.

Fire and Rehire – Draft Code April 2023 Your Essential HR Guide

Fire and Rehire – Draft Code April 2023 Your Essential HR Guide