THERE are some key changes coming into effect next month that will affect the way employment contracts are put together.
From 6th April, there will be three significant changes:
- Written statements of terms and conditions must be given to both employees and workers.
- The majority of the terms need to be provided in a single document on the first day of work (was previously within eight weeks). Details of pensions, collective agreements, training entitlement and disciplinary and grievance procedures can be given in another document no later than two months after work commences.
- There is additional information that must be included in an employee’s contract:
- Details of any probationary period, or if there is no probationary period
- The actual days the employee is required to work, whether these days are variable and, if so, how they vary or how that variation is to be determined
- Details of remuneration and benefits
- Training entitlement including any mandatory training or training that is required but is not paid for by the employer.
Practices are not required to issue updated contracts to existing staff. However, if staff request a written statement of their particulars (under section 1 of the Employment Rights Act 1996) then this needs to be supplied.
For agency workers, you will need to supply a key information document containing certain prescribed information, including details about pay, costs, benefits, deductions and fees. All agency workers will be entitled to the same pay and basic working conditions after 12 weeks as employees hired directly.
The employment law team have up-to-date contracts and handbooks that can be accessed by logging into your account at the top right of any page on www.mddus.com.
This page was correct at the time of publication. Any guidance is intended as general guidance for members only. If you are a member and need specific advice relating to your own circumstances, please contact one of our advisers.
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