2. Is it necessary?
You must have a written contract of
employment for all your employees
These are the main terms that govern your
relationship
Terms within 8 weeks of starting employment
4. Non Employees
It is also a good idea to use a contract for
service for freelancers, associates or
subcontractors a contract for service should
be used.
5. Employee Handbooks
These are not essential, but very useful if there
are terms that you wish to rely on e.g.
Disciplinary/Grievance Procedures
IT Policy
Expenses Claims Process
6. Process
Its good practice for you to take your
employees through the contract of
employment prior to signing
This avoids problems in relation to
understanding further on in the working
relationship
In the former case, it stated that the equal pay claim must have been in existance at the time of the transfer. The transferee has no obligation to put you on better benefits than you were enjoying before. There is a time llmit of 6 months from the date of transfer I would still advise you to be careful in the long run In the second case, preserving an employees TUPE rights, 2 years on, was a valid defence to an equal pay claim
