Have you reviewed your employment contract recently? If not, your business could be at risk of a legal claim.

Your employment contract is the most important employment law document you have. It is essential to ensure that it is always up to date and legally compliant. For example, recent changes in employment law will have required you to amend your contract in at least three important areas (and these are just some of the most recent ones): Immigration Status, Pension Auto-enrolment and Restrictive Covenants.

Immigration status

You must have a warranty (or legal promise) from your employee confirming that they are entitled to work in the UK. If you negligently employ somebody who is not entitled to do so, you will be liable to pay a civil penalty and, if you knowingly employ such a person, you will be committing a criminal offence.

Pension auto-enrolment

Legislation which came into effect on 1 October 2012 requires all UK employers (whatever their size) to automatically enrol certain eligible workers into a pension scheme and to pay a minimum level of contributions into the scheme. In accordance with Part 1 of the Pensions Act 2008, suitable wording to cover your pension obligations must be included in your employment contract.

Restrictive covenants

Post-termination restrictions included in the employment contract are there to protect your business should an ex-employee attempt to compete with you or poach your staff or customers. It is essential to review these on a regular basis and in light of new case law regarding enforcement.

For further information or to obtain an up to date employment contract for a fixed cost that will protect your business call Henry Doswell of Doswell Law on 01233 722942 or email him at info@doswell-law.com

Disclaimer: Whilst every reasonable effort is made to make the information and commentary contained in this blog accurate and up to date, Henry Doswell takes no responsibility for its accuracy and correctness, or for any consequences of relying on it. The information and commentary in this blog does not constitute legal advice to any person on a specific case or matter. You are strongly advised to obtain specific, personal advice from a lawyer about your case or matter.