An annual ‘refresh’ of employment contracts rarely happens. HR teams that are organised enough to have signed contracts in place, usually file them away until there’s a problem.
However, with the changing landscape surrounding workers’ rights, a timely review is in order.
The current headlines around the gig economy all boil down to one thing - grey areas can lead to litigation. And with the Conservative manifesto promising more rights to workers, whilst contracts at Uber and Deliveroo are slammed for their lack of clarity, businesses that fail to keep abreast could be in dangerous territory.
Robert Maddocks, Associate and Employment Solicitor at HRC Law, shares with HR Grapevine, his best practice considerations.
They have been collated below:
1. Ensure contractual terms are updated as the employment relationship develops. Minor changes can be made by letter but more substantial amends may require an update of the contract itself.
2. Frequently review contracts to keep them in line with current legislation and changing work practices.
3. Keep copies of contracts and letters changing terms. You may need to rely upon them as evidence.
4. Always include a right to vary terms and conditions unilaterally, if necessary, clearly stating the circumstances in which changes can be made. You may not be able to rely on such a clause; but it’ll give you a better starting point.
Click next for Maddock's remaining tips...