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Establishing a successful recruitment process and clear written employment contracts for new employees can have a major impact on your business.

Every business needs to be aware of its obligations under minimum wage and equal pay laws, as well as recent pensions auto-enrolment changes.

You must comply with legal restrictions on employees' working hours and time off, or risk claims, enforcement action and even prosecution.

The right employment policies are an essential part of effective staff management. Make sure any policy is clear and well communicated to employees.

While sick employees need to be treated fairly, you need to ensure that 'sickness' is not being used as cover for unauthorised absence.

Most pregnant employees are entitled to maternity leave and maternity pay, while new fathers are entitled to paternity leave and paternity pay.

As well as undermining morale, illegal discrimination can lead to workplace grievances. Employee discrimination is covered by the Equality Act 2010.

Home, remote and lone workers are becoming increasingly commonplace. Key issues include communication and how to manage and motivate people remotely.

The right approach to consulting with and providing information to your employees can improve employee motivation and performance.

Disciplinary and grievance issues can be a major burden to employers. Putting in place and following the right procedures is essential.

Following the right dismissal and redundancy procedures helps protect your business and minimise the risk of a legal dispute at tribunal.

Employment tribunal claims are a worrying prospect for any employer. A tribunal case is a no-win situation – even if the claim is unjustified.

Drawing up an employment contract - checklist

Our step-by-step guide to drawing up an employment contract, from thinking up the basic terms to include to agreeing and signing with your employee.

  • Look for samples of written statements and contracts: contact Acas or your trade association, or ask similar businesses you know.
  • Decide the basic terms for the written statement: for example, pay, working hours, holidays and notice periods.
  • Decide whether the job is permanent and whether you want to include a probationary period.
  • Consider which areas may need flexibility: for example, the employee's job title and role, and place of work.
  • Clarify any areas which you want to be non-contractual, such as discretionary bonuses.
  • Draw up the written statement; ensure that you have included all the legally required information.
  • Ensure that any other documents you refer to in the written statement are readily accessible (eg disciplinary and grievance procedures and information on company pension schemes).
  • Review the job and any problems you have experienced with employees and ex-employees in the past.
  • Decide whether there are any requirements for the employee (eg to hold or achieve a professional qualification or a driving licence).
  • Identify any other concerns: for example, confidentiality, intellectual property or the potential for ex-employees to compete with you.
  • Draw up a clear contract; include the written statement and extra clauses to cover the additional contractual elements you want to include.
  • Ensure that the contract is not discriminatory, does not override employees' statutory rights and is legally enforceable.
  • Take legal advice as necessary, particularly if the contract attempts to restrict employees after they leave your employment.
  • Give each employee their written statement of employment particualrs on or before the first day of work and employment contract within two months of commencing their employment.
  • Explain the contract and its significance to the employee; agree the contract, and ask the employee to sign a copy.

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