As an employer, employment contracts are one of the most critical documents in your business. They are legally binding agreements between you and your employees which set out your responsibilities towards each other in the workplace. Employment contracts can be both oral and in writing, and are often relied upon if an employment claim at an employment tribunal arises, such as for unfair dismissal or constructive dismissal. Therefore, you must draft your employment contracts carefully to reflect the current situation. This article will explain four key changes you, as an employer, may need to make to employment contracts in England. <\/p>\n\n\n\n
A key piece of information your employment contracts will contain is your employee\u2019s working patterns and hours. For example, your employee may work fixed hours or have variable shift patterns. By clarifying these details in the employment contract, your staff are clear about when you expect them to work. <\/p>\n\n\n\n
However, there may be times when you need to amend these details in the employment contract. For example, you may accept your employee\u2019s request for flexible work hours<\/a>. <\/p>\n\n\n\n Your employees are legally entitled to request flexible working where you have employed them for at least 26 weeks.<\/p>\n<\/div>\n\n\n\n Although you are legally required to consider a flexible working request, you are not required to accept them. However, if you accept a request, you should ensure their employment contract reflects this change for clarity. Ultimately, you must seek your employee\u2019s consent before changing their work hours. Otherwise, your change might not be legally binding.<\/p>\n\n\n\n Your employees have specific job roles, meaning they will have particular tasks and duties detailed in their employment contracts. This lets your employees know what you expect and helps your business run more effeciently. <\/p>\n\n\n\n If your employee\u2019s responsibilities change, you should reflect these changes in their employment contract. In addition, you should note that if you request your employee to perform tasks that do not form part of their employment contract, they could raise a grievance with you. If you fail to deal with the grievance effectively, this could lead to an employment tribunal claim.<\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n2. Responsibility Changes <\/h2>\n\n\n\n