RELATED ARTICLES
Employment Contract Review Solicitors
Our solicitors will review your contract to make sure it offers everything you expect. We will also tell you if it’s fit to sign or needs to be revisited.
Employment Contract Review
Winrow Solicitors are experienced employment contract solicitors, ensuring your contracts are clear, concise and thorough.
Statement of initial employment particulars
This statement must be given not later than the beginning of the employment and must include some specific details, such as:
- Employer and Employee’s names
- Job title or a description of work
- Start date
- How much and how often they will get paid
- Hours and days of work
Contact us today and we can arrange an employment contract consultation for you.
Book a free consultationWhy is it important to have an employment contract?
Understanding your contact of employment is crucial. Ensure you know your rights and the terms of your employment with a professional employment contract solicitor, based in Caernarfon and serving the North Wales area.
All employees will have a contract of employment regardless of whether anything is in writing.
It is preferable to have a written contract setting out all the main terms and conditions of employment to avoid any future misunderstandings.
Without a formal written contract, the employment will be based on statutory rights, custom and practice and some implied terms.
Our Mission Statement
Our mission statement is clear – we exist to:
Maintain the highest standards of quality, client care and professional expertise;
Be recognised as experts in our fields;
To provide every client, regardless of their background and financial resources, access to justice;
Contribute to our communities.
Why is it important to have a written employment contract?
It is preferable to have a written contract setting out all the main terms and conditions of employment to avoid any future misunderstandings.
Without a formal written contract, the employment will be based on statutory rights, custom and practice and some implied terms.
If you do provide a written contract, it will be preferable to have this signed by the employee but that is not strictly necessary. If your employee works to the terms within the contract, it will be seen that they have accepted those terms unless they raise an objection.
The same goes for any unilateral changes you may make to their contract. If they work to those changes it will probably be seen as acceptance of them. even though they do not sign the revised contract.
