Given employment law is prone to change, it is easy for employers to misunderstand the law. For example, employment law covers unfair dismissal, unlawful discrimination, employee leave entitlements, and the national minimum wage. Nevertheless, you must be clear about employment law. Otherwise, you could face a claim in an employment tribunal. This article will explain to you, as an employer, some common misunderstandings employers make in employment law in England. <\/p>\n\n\n\n
It is a common misunderstanding that employers must provide their staff with a written contract<\/a>. However, giving your staff a written employment contract is not a legal requirement. Instead, the law requires you to give your staff a written statement of employment particulars within two months of an employee beginning their employment. <\/p>\n\n\n\n A statement of particulars forms part of the employment contract but is not the entire contract.<\/p>\n<\/div>\n\n\n\n Under the law, a written statement of particulars has to detail specific information. This includes an employee\u2019s:<\/p>\n\n\n\n Unfortunately, some employers think they can dismiss their staff without thinking about how they can lawfully do so. However, any employee can claim discrimination regardless of their length of service. Therefore, you should ensure you do not discriminate when dismissing staff.<\/p>\n\n\n\n Unlawful discrimination<\/a> is when you treat someone less favourably based on either:<\/p>\n\n\n\n When you discriminate based on one of these characteristics when dismissing a staff member, they may have a claim against you for discrimination. Therefore, you must think carefully whenever you dismiss any employee. <\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n2. Employers Can Easily Dismiss Employees Who They Have Employed for Less Than Two Years<\/h2>\n\n\n\n