As an employer, you need to understand your legal obligations towards your employees. However, employment law is a broad area that is prone to change. Hence, you are likely to have many questions. This article will explain four employment questions you fulfil your legal obligations as an employer.<\/p>\n\n\n\n
Some staff members may be on fixed-term contracts<\/a>, meaning you employ them for a certain period. This can be useful because you:<\/p>\n\n\n\n However, there may be times when you do not need staff for as long as initially planned. Hence, you will need to end their fixed-term contract early. Where this occurs, you may be able to end the contract early if, for example, it has a:<\/p>\n\n\n\n Otherwise, when your employee\u2019s contract ends, you could choose not to renew it. However, if you end the contract, you must do so fairly. Otherwise, you could face a claim for unfair dismissal in an employment tribunal if your employee has been employed for at least two years.<\/p>\n\n\n\n Settlement agreements<\/a> are worth considering when employing staff. These agreements allow you to decide the terms of the settlement if you terminate their employment. <\/p>\n\n\n\n Notably, the agreement is legally binding. Hence, your employee cannot pursue an employment claim with an employment tribunal if you have a settlement agreement.<\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n2. Do I Need to Consider Settlement Agreements?<\/h2>\n\n\n\n