Even if it is not in writing, you have a contract of employment with your Employer that was created when you started work with your Employer. It can be helpful to have a written employment contract as this can reduce the likelihood of disputes at a later stage, as the terms of your employment should be clearly set out in the contract.
Even though your Employer is not legally required to provide you with a written contract of employment, they must provide you within two months of the start of your employment a statement of your main employment terms.
There are certain rights that you have that do not need to be expressly stated in your contract of employment for you to rely on. These are called ‘implied terms’ and this means that they are rights that are implied by law into your contract whether they are actually written into the contract or not. These rights include such things as your right to health and safety at work and that you and your Employer will treat each other with mutual trust and confidence.
We provide Employees with advice at all stages of contracting for employment, by advising on draft contracts and advising on amendments that you should make to protect your position, as well as advising on whether your contractual rights are being infringed by your Employer.
Contract law is complex and for specific advice on a contract problem, for example if your Employer is trying to change the terms of your contract and you have not been able to resolve this problem with them, then you should contact our Employment Law Department.
To arrange an appointment to discuss with our specialist lawyers please contact the Employment Department secretary Viki Summers.
Telephone: 01494 862226
Email:
viki@dc-kaye.co.uk