Last month a new employment law came into play that means that employees whose employment is continuing for more than one month now have a statutory entitlement to a written statement of particulars that sets out key information about the employment.

While previously the written statement of employment particulars had to be provided to employees within two months of the start of their employment, since 6 April the majority of particulars need to be provided to employees and workers on or before the beginning of their employment or engagement.

So, what does this mean for an employer?

Now the employment law has come into force, it means that certain information will need to be included in the contract from the outset. We outline these below:

  • Whether there is a probationary period and, if so, its conditions and duration.
  • The days of the week the employee or worker is required to work and whether their working hours or days may be variable and, if so, details of how they may vary.
  • Details of any training provided by the employer that the worker is required to complete, and details of any other required training for which the employer will not bear the cost.
  • Details of any other benefits (including non-contractual benefits) not covered elsewhere in the statement.
  • Terms and conditions relating to paid leave (other than holiday or sick leave); for example, family leave, paid study leave and compassionate leave.

The majority of information that is required to be provided to an employee or worker must be provided to them in a single document. With the exception of any general information that is held on an intranet or included in a staff handbook such as holiday allowance, sick leave, disciplinary etc.

So, with the above in mind and lockdown continuing, it may be the right time to prepare for these changes to get your HR ‘house’ in order.  Start by reviewing all your employment contracts and offer letters to ensure that they have the new rules covered in them. Also, it may be a good time to look at all staff, current and those who are about to come on board and identify which information should be provided to them as part of their written statement. Then, looking to the future, consider putting a process in place during the recruitment phase that will ensure the written documents are issued on or the day before employment commences.

Pride in People