Why your business should consider a ‘contract spring clean’ Why your business should consider a ‘contract spring clean’ Why your business should consider a ‘contract spring clean’ Why your business should consider a ‘contract spring clean’ Why your business should consider a ‘contract spring clean’

Why your business should consider a ‘contract spring clean’

While updating employment contracts and handbooks can seem like an overwhelming task, it's always worth the effort.

Here, we’re going to explain what the risks are if you aren’t aware of the rules and why you should consider ‘spring cleaning’ your employment contracts.

What has changed with employment law?

All employees must be provided with a written statement of terms upon hire. This is intended to assure both parties and will afford them greater protection should anything go wrong further down the line.

What are the risks?

Failure to give staff a written statement of terms could lead them to add this element onto other claims being brought. The compensation for this type of claim alone may be up to four weeks' basic pay.

Why should my business do a ‘spring clean’ of its contracts?

You may not have updated your business's contracts and handbooks in a while – you may be so busy running the day-to-day operations of your company or focussing on new growth opportunities for future success that it has fallen off your priority list.

The good news is that it doesn’t cost much in the way of time and money to put right – with just some minor tweaks here and there, you can get everything in order so that one unexpected event does not cause problems for your business.

How to spring clean your employment contracts and handbooks.

When reviewing your suite of documents, it is important to keep in mind that a review can minimise risks and save you time.

The best way to protect your company's confidential information is by having specific clauses in the contract. Senior managers should have more protection than junior staff because they're dealing with more business risks, so post-termination restrictions need special consideration.

To ensure contracts are legally compliant, you must review the terms and conditions of each agreement.

Job descriptions should be constantly updated to reflect any changes in duties and tasks, as well as staff or pay structure.

It’s also important to review separate HR policies in your non-contractual handbook. Policies within the staff handbook can be updated from time to time without the need for agreement from staff.

While spring cleaning your employment contracts and handbooks may seem daunting, it is time well spent. If you would like to learn more about creating employment contracts and handbooks with all this information in mind, the expert team here at Rowberrys are just a phone call away.

Have any questions about employment law? Get in touch with Rowberrys

The employment lawyers at Rowberrys are ready to help you navigate whatever 2022 has in store for your business. We work closely with employers and employees all over the UK, advising on new regulations as they happen so that our clients can stay up to date and minimise risk to the business.

To get in contact directly with our employment solicitors about any legal matter you may have questions on, please do not hesitate to get in touch with our team today by calling 01344 959166.

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