Employment Contracts

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Charlotte Woolven-Brown


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Parties to an employment relationship will often, but not always, put the terms and conditions that govern that relationship into writing.

Though there is no legal requirement for the entire contract of employment to be in writing (it can be written, oral, implied or even a mixture of all three), there are significant benefits in the certainty provided by a written contract. Additionally, the Employment Rights Act of 1996 requires employers to provide their staff with a written statement of their main terms and conditions.

It is also vital, in respect of Business Protection and Confidentiality, that proper express restrictions are put in place so as to ensure the protection of the contacts, clients and customer connections of the business.

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How We Can Help

Our specialist lawyers are experienced in dealing with all aspects of employment law and regularly act for and advise large organisations on their employment matters.

We provide an efficient, practical, and cost effective service and understand the needs of businesses and the importance of properly regulating working relationships so as to avoid or safeguard against future problems.

Healys Employment team can advise and assist you in the drafting of contracts of employment that will protect your business from any potential HR and workplace issues. We can also help you review and amend your existing contracts to ensure they are kept up to date and reflect and account for the latest employment legislation.

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Healys lawyers don’t believe in legal jargon, but rather in having straightforward, open discussions, updating you every step of the way on the progress of your case.

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