What’s the Difference Between a Contract and Written Statement of Employment?
By law, written statements setting out the terms and conditions of employment must be issued to all employees in the UK within 2 months of them beginning their employment. This can include, among other things, the names of the employee and employer, the employee’s start date, the employee’s job title and location, working hours, rate of pay and holiday entitlement. However, this does not necessarily form a Contract of Employment.
For a statement of the terms and conditions of employment to become a Contract of Employment, it must be agreed upon by both the employer and the employee by signing an official document. Otherwise, the statement could be viewed as the employer’s version of the agreement and not the actual agreement itself, allowing it to be challenged in court by an employee. Therefore, to ensure both parties are properly protected, all employees should be issued with a Contract of Employment that details all of the terms and conditions of employment, and is signed by the employer and the employer so as to avoid any ambiguity regarding the obligations of either party.
For more information on Contracts of Employment or written terms, or to book a Free Review, call on 0844 8797286 or email on firstname.lastname@example.org.
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