Terms and conditions templates toolkit
Our Terms and Conditions Templates Toolkit simplifies contract management, ensuring clarity and legal compliance.
This comprehensive Terms and Conditions Templates Toolkit provides you with all the necessary tools and templates to create contractual documents that are legally compliant. With our toolkit, you can be confident that your employment contracts are always up-to-date and legally sound.
So, if you want to create bespoke employment contracts that meet the legal requirements of your business, buy our Terms and Conditions Templates Toolkit today and start creating employment contracts that work for you and your business.
What are terms and conditions of employment?
Employees and employers must adhere to the terms within a contract until it ends (for example, by an employer or employee giving notice or an employee being dismissed) or until the terms are changed (usually by agreement between the employee and employer).
To change a contract usually requires agreement between both parties, or reasonable notice if agreement ultimately cannot be sought.
What legal and best practice aspects should employers be aware of when implementing Terms and conditions templates?
Here are some key UK employment law considerations to keep in mind when issuing terms and conditions of employment templates:
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Timing: The terms and conditions of employment should be provided to the employee before or at the start of their employment, and any changes should be communicated in writing with sufficient notice.
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Accessibility: The terms and conditions of employment should be provided in a format that is easily accessible and understandable to the employee, such as in plain English or in a language the employee is fluent in.
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Clarity: The terms and conditions of employment should be written in clear and unambiguous language, and any legal or technical terms should be explained in simple terms.
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Compliance with legislation: Terms and conditions of employment should comply with all relevant legislation, such as the Equality Act 2010, the National Minimum Wage Act 1998, and the Working Time Regulations 1998.
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Signatures: The employee should be given a copy of their terms and conditions to keep, and they should be asked to sign a copy to acknowledge that they have received and understood the document.
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Changes: Any changes to terms and conditions of employment should be communicated to the employee in writing, and the employee should be given a reasonable period of notice to consider and accept the changes.
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Dispute resolution: The terms and conditions of employment should include a process for resolving disputes between the employer and employee, such as through mediation or arbitration.
Terms and conditions templates toolkit
- The documents are easily editable and implementable, saving you time and money
- All content is designed by CIPD accedited Chartered HR practitioners with operational experience in this area
- You will maintain compliance with ACAS guidelines, legislation, and industry best practices
- Email notifications for any templates added to this toolkit
- 12 months of unrestricted access without any additional costs (any update in that period is free to you)
- A 25% discount on all library, toolkit, and template purchases/renewals
