{"id":176195,"date":"2022-09-28T01:36:43","date_gmt":"2022-09-28T00:36:43","guid":{"rendered":"https:\/\/legalvision.co.uk\/?p=176195"},"modified":"2022-10-14T04:49:32","modified_gmt":"2022-10-14T03:49:32","slug":"creating-employment-contracts","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/creating-employment-contracts\/","title":{"rendered":"What an Employer Should and Should Not Do When Creating Employment Contracts in England"},"content":{"rendered":"\n

Employment contracts are legally binding<\/a> agreements which detail the relationship between you and your employees. They can be written or verbal and may be termed a contract of service. Your employment contracts will describe your workers\u2019 responsibilities in their job role and their rights and entitlements as employees. Therefore, you must create your employment contracts carefully and ensure they are correct. After all, you may need to rely on your contracts in an employment dispute. Hence, this article will explain what you should and should not do as an employer when creating employment contracts in England.<\/p>\n\n\n\n

Remember the Written Statement of Employment Particulars<\/h2>\n\n\n\n

A written statement of employment particulars is not your employee\u2019s entire contract. It summarises the main terms and conditions of employment, which must all be within employment law, including:<\/p>\n\n\n\n