It is important for us to work with our clients to define the correct status of an employment relationship, as employees are entitled to certain benefits and employment rights that contractors or consultants are not. Failure to classify the type of relationship correctly has a number of legal and financial consequences, so it is important to us you have the correct documentation in place.
We offer support with the following:
New employment contracts
Once you have found that great new employee, you will need to issue them a formal contract. Staff are entitled to a written statement of employment terms within 8 weeks of starting work but ideally, it should be in place as soon as they accept a job offer. Having a written contract reduces the chances of disputes at a later date.
We can draft a variety of contracts to suit your business needs. From standard contracts of employment to contracts for temporary workers and contractors, we will provide a bespoke contract designed to fit your business and offer advice on ways to address any key conditions you may wish to include so you maintain full control.
Varying existing terms and conditions
Terms and conditions of employment can also change for employees once they are employed within your company for example if they are promoted or change job roles. The changes may seem small but there are many considerations to be made when changing existing contracts of employment. We can support you with reviewing and updating existing contracts and offer advice on how to go about changing existing contracts.
Consolidating contracts across your business
As organisations grow, roles change, this often leads to multiple contracts businesses often prefer to have one set of terms and conditions to manage. It’s not usual, however, for HR to hold back on simplifying and consolidating contracts, because of the level of risk often involved with this process especially where the change is due to a TUPE scenario.
Our HR consultancy will help you identify potential risks and work with you to manage this process fairly.
Not everyone who works for you will necessarily be considered an employee. Some individuals may fall under the category of a consultant, but what is the real difference between an employee and a consultant? What option is best for your business? As a consultancy, we frequently get asked these questions.
Whilst it is legally important to distinguish between the two categories, the answer is largely dependent on the needs of your business. If a consultancy agreement is the right way to go for you, we will draft a tailored agreement for you. Take advantage of our free initial consultation to find out the best option for you!