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This is a standard form employment contract which can be used to fit a wide range of employment situations and types of work. The law requires all employers to provide their employees with a written statement of their terms of employment. Make sure to complete all sections of the document, filling in the blanks. Where you are given a choice of options, clearly and unambiguously indicate the preferred option and delete the others. Two copies should be prepared and signed by both parties. One should be kept by the employer and the other should be kept by the employee. Remember when planning working hours, shift patterns, rest breaks, rates of pay and holiday entitlement that you must comply with legislation which regulates these terms of employment. In addition, you are likely to need a staff handbook which sets out your policies on sickness, discipline, equalities etc. Many of these can be downloaded free from our website.

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Standard Form Employment Contract

THIS AGREEMENT IS MADE ON THE

(Date)

BETWEEN The Employer AND The Employee

(Name and address of the employee) (Name and address of the employer)

IT IS HEREBY AGREED AS FOLLOWS 1. Commencement and Probationary Period 1.1. 1.2. The Employees employment will begin on The Employees previous work and employment does not count towards the period of continuous employment.

(Delete ONE of the following as applicable) 1.3.

OR

The employment is not subject to a probationary period.

1.3.

The employment is subject to a probationary period. During the first [Weeks / Months] either the Employer may terminate the employment by giving the employee written notice of [days / weeks].

2. Job Description and Duties 2.1. 2.2. The Employees job title is The Employees duties include .

2.3.

In addition to the above specified duties, the Employee will be expected to follow all reasonable instructions of the Employer and to co-operate in performing all tasks which are within his or her competence and capability and which are necessary to support the business or organizational objectives of the Employer.

3. Location of Employment and Mobility

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3.1. 3.2. 3.3.

The Employees usual place of work will be The Employee shall not be entitled to work from home unless the Employer specifically allows this. Should the Employer relocate his business or organizational premises within miles of the above mentioned place of work, the Employee will be required to accommodate this relocation and change his usual place of work.

4. Hours of Employment 4.1. The Employee is contracted to work a total of hours per week.

(Delete ONE of the following as applicable)

4.2.

The Employee will normally work on the days hours of and with an unpaid break of between and .

between the . This break is to be taken

OR

4.2.

The Employee will normally work the following hours on the following days

(Specify the days on which the Employee will work, the hours each day and break entitlements.)

4.3.

From time to time the Employer may reasonably require the Employee to change his or her normal pattern of working hours to fit in with the need and objectives of the business or organization. The Employee may be expected to work on nights [Never / Occasionally / As required] The Employee may be expected to work on weekends [Never / Occasionally / As required] The Employee may be expected to work on public holidays [Never / Occasionally / As required] The following provisions apply in relation to overtime The Employer makes no guarantee as to the availability of overtime, although from time to time and at his sole discretion he may grant the employees request to work overtime if this is in line with the requirements and objectives of the business or organization. From time to time the Employer may require the employee to work overtime in order to meet the requirements and objectives of the business or organization, albeit that the employer will try to distribute such compulsory overtime fairly and will give the employee notice of at least [days / weeks]. Overtime will be paid at the following rate: .

4.4. 4.5. 4.6. 4.7. a)

b)

c)

5. Rates of Pay and Benefits 5.1. 5.2. 5.3. The Employee shall be paid [Per Hour / as an annual salary] The Employees wages will be paid [Monthly / Weekly] on The Employee will be paid by [Bank transfer / Cheque / Cash]
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5.4.

Where the Employee works on a part time basis, any annual salary, bonuses and other pecuniary benefits will be pro-rated.

(Delete ONE of the following as applicable)

5.5.
OR

There is no bonus scheme in addition to the Employees basic salary.

5.5.

The Employee will be eligible for a bonus in addition to his or her basic salary on the following terms:

(Specify details of how much the bonus will be, when it will be paid and what conditions the Employee must meet)

5.6.

In addition to any salary and bonuses, the Employee shall be entitled to the following benefits:

(Specify any additional benefits, for example, help with childcare or gym memberships)

6. Holiday Entitlement 6.1. 6.2. 6.3. 6.4. The holiday entitlement year runs from The Employee is entitled to to days paid holiday per year. .

The Employee [Is / Is Not] entitled to public holidays in addition to this holiday entitlement. Holidays are to be taken at times agreed between the Employee and the Employer and the Employee should not make any financial commitment to holiday plans until the holiday has been approved. Where the Employee is paid a salary, that salary includes holiday pay. Where the Employee is paid with reference to an hourly rate, his or her holiday pay shall be calculated according to that hourly rate. Holiday entitlement must be used in the holiday year in which it accrues and may not be carried over to the following holiday entitlement year except with the written agreement of the Employer.

6.5.

6.6.

(Delete ONE of the following as applicable)

6.7.

Where the Employees holiday entitlement is more than the statutory minimum the Employee will be entitled to payment in lieu of any holiday above the statutory minimum which is accrued but not taken.

OR

6.7.

The Employee will not be entitled to payment in lieu of any holiday which is accrued but not taken except that where the employment is terminated the Employee will be entitled to payment in lieu of any holiday which has accrued in that holiday entitlement year but not been taken.
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7. Illness 7.1. 7.2. 7.3. a) b) Whenever the Employee is unable to attend work he or she must telephone the Employer or his representative to inform him of this by on the first day of his or her absence. For the purposes of 7.1 the appropriate representative to inform is Where the Employee is absent from work due to illness he must provide the following upon his or her return to work: In respect of absences of 7 days or less, a self-certification of the reason for the absence In respect of absences longer than 7 days, a medical certificate explaining the reason for the absence and which is signed by the Employees GP.

(Delete ONE of the following as applicable)

7.4.

The Employee is entitled to Statutory Sick Pay only.

OR

7.4. a)

The Employee is entitled to contractual sick pay and will receive his or her full rate of pay for any periods of sickness absence subject to the following: The employee is only entitled to contractual sick pay in relation to any period of continued sickness absence which is less than days and after this point the Employee will be entitled only to statutory Sick Pay for the remainder of that period of sickness absence. Notwithstanding any of the above, the Employee is only entitled to contractual sick pay for a maximum of days in any 12 month period and after this point the Employee will be entitled only to Statutory Sick Pay for any further sickness absence. Absence which is not related to illness, or is not required to be paid on any other grounds by statute is to be taken unpaid or as holiday entitlement.

b)

7.5.

8. Termination of Employment 8.1. Subject to the rights of the parties to terminate in accordance with the terms of this agreement, the employment is:

(Select ONE as applicable)

Permanent For a fixed term, ending on Temporary and is likely to continue for a period of , although the Employer makes no guarantee of this and may terminate the employment within this period.

8.2.

Within the first month of his employment (not including any probationary period) the Employee may terminate the employment without notice, thereafter the Employee must give the Employer one weeks written notice of termination. The Employer may terminate the employment by giving notice of not less than one week where the employment has been for between one month and two years, plus an additional weeks notice for every additional year which the employment has continued for to a maximum of 12
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8.3.

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weeks. 8.4. The above notice periods are without prejudice to the right of the Employer to summarily dismiss the Employee if he or she commits any act of gross or serious misconduct or if dismissal is the outcome of any disciplinary action taken against the Employee.

9. Disciplinary and Grievance Procedures Full details of the Employers disciplinary and grievance procedure, including how to bring a grievance or appeal any decisions with which you disagree are set out in the Employers disciplinary and grievance policies, which are available from
(name of HR contact)

10. Collective Agreements The terms of your employment are affected by the following negotiated collective agreements:

(detail the titles and dates of any union or other collective agreements which affect the employment. If there are none write NONE)

SIGNED BY THE ABOVE NAMED

Employer

Employee

(Sign)

(Sign)

___

(Print Name)

(Print Name)

(Position if signing on behalf of a company)

(date)

(date)

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