Contracts of employment

A legally binding agreement between you and your employer that sets out the terms and conditions of your employment. It can be written, verbal, or implied, but having a written contract is strongly recommended.

No. Even if you haven’t signed a written contract, you still have employment rights. However, your employer is legally required to provide you with a written statement of employment particulars within two months of starting work.

Your contract should include key terms such as:

• Job title and duties
• Salary and benefits
• Working hours and location
• Holiday entitlement
• Notice periods
• Disciplinary and grievance procedures
• Post-termination restrictions (if applicable).

We can review your contract to ensure it’s clear, fair, and legally compliant.

Changes to your contract usually require your agreement. If your employer tries to change your terms without consent – for example, reducing your pay or changing your hours – you may have grounds to challenge the change or claim constructive dismissal.

Clauses that limit what you can do after your employment ends. Common examples include non-compete, non-solicitation, and confidentiality clauses. We can advise you on whether these are enforceable and how they may affect your future employment.

If your employer fails to meet their contractual obligations – such as not paying you correctly or changing your role without agreement – you may be able to bring a breach of contract claim or resign and claim constructive dismissal.

Yes. You are entitled to negotiate terms such as salary, notice period, bonus arrangements, and restrictive covenants. We can help you understand your negotiating position and suggest amendments to protect your interests.

Seek legal advice before signing. Employment contracts often contain complex legal terminology, and it’s important to fully understand your rights and obligations. We offer clear, practical advice to help you make informed decisions.

Absolutely. We regularly advise employees on contract reviews before they accept a role, helping them understand the implications of key clauses and negotiate better terms where appropriate.

Please contact us or see our Employment Law pricing page here.

• We’ll take key details and carry out a conflict check
• Request ID documentation to onboard you as a client
• Request a copy of your contract of employment or proposed contract
• Review your contract confidentially and explain your options
• Agree a clear plan so you know what to expect at every stage.

Our aim is to make the process as straightforward and stress-free as possible.