When running a small business, you need to be aware of the laws which affect your business. This includes employment law, a fast-changing area of law. However, rules relating to employment are not always written in law or express terms in your employment contracts. Therefore, one area you need to be aware of as an employer is custom and practice. Not following rules regarding this can cause a breach of contract and mean you could face the Employment Tribunal. This article will explain custom and practice in employment and how it might affect your obligations as an employer.<\/p>\n\n\n\n
Custom and practice can apply in employment through:<\/p>\n\n\n\n
It is where events or benefits concerning the above have become the \u2018norm\u2019 but are not directly referred to in employment contracts or business policy documents. Although these are not expressly written into your employment contacts, they can be so apparent that they become an implied term<\/a>. One example may be a duty of confidentiality between you and your employee.\u00a0<\/p>\n\n\n\n There are many different possibilities for custom and practice in employment. For example, as an employer, you may give a bonus to staff at Christmas, which you have been doing for many years. In addition, the following can all be examples of custom and practice:<\/p>\n\n\n\nWhat Could Count as Custom and Practice? <\/h2>\n\n\n\n
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