Hiring Employees and Contractors
Navigate the complexities of hiring employees and contractors in the UK with expert guidance and robust legal support from Entrepreneur Legal®.
Establishing a Robust Legal Framework for Your Team
Who Benefits from Our Hiring Employees and Contractors Service?
Why Choose Entrepreneur Legal®?
By providing excellent, accessible, timely and affordable legal services through both our UK division and US division, we simplify the process of setting up, managing, and dealing with, your business entity and/or business interests, regardless of whether you have, or plan to have, operations in multiple jurisdictions.
Expertise: We have assisted 100s of companies with headquarters in over 25 countries including the US, UK, France, Germany, Italy, Israel, Poland, Nigeria, Equatorial Guinea, and Brazil.
Transatlantic Advantage: Benefit from our unique cross-border experience – an invaluable resource to clients with interests in, or looking to establish interests in, both the UK and the US.
Focus on Both Entrepreneurs and Investors: We provide legal services and solutions to entrepreneurs, investors and SMEs in a broad range of industries.
Efficiency and Transparency: Expect timely, effective, and actionable legal solutions.
Repeat Business Focus: Our aim, from inception, has been to build strong and enduring client relationships, and that begins with excellent service.
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FAQs
The acts of hiring an employee and engaging a contractor (also known as an independent contractor or freelancer) have distinct legal implications and responsibilities. It’s important to understand these differences to ensure compliance with UK employment and tax laws.
An employment contract in the UK should include several essential elements to ensure clarity and legal compliance. Here’s a list of what should typically be included:
- Names and Addresses: The full names and addresses of both the employer and the employee.
- Job Title and Description: A clear job title and a description of the employee’s role, responsibilities, and tasks.
- Start Date: The date when the employment begins.
- Place of Work: The location(s) where the employee will be expected to work.
- Hours of Work: The expected working hours, including any provisions for overtime or shift work.
- Salary and Benefits: Details of the employee’s salary, payment frequency, and any other benefits such as bonuses, health insurance, pension plans, etc.
- Holiday Entitlement: The number of paid vacation days the employee is entitled to.
- Sick Leave and Pay: Information on sick leave policies, including whether the company offers sick pay and the procedure for reporting illnesses.
- Notice Period: The amount of notice required by both parties in the event of termination or resignation.
- Probationary Period: If applicable, the length and conditions of any probationary period.
- Confidentiality and Non-Compete Clauses: Clauses outlining the employee’s obligations regarding confidentiality of company information and any restrictions on working for competitors after leaving the company.
- Intellectual Property: An explanation of who owns the intellectual property created during the employee’s tenure.
- Grievance and Disciplinary Procedures: Details of the company’s processes for handling grievances and disciplinary matters.
- Termination Clause: Conditions under which the contract can be terminated, including reasons for dismissal and procedures to be followed.
- Redundancy Information: If applicable, information on the company’s policies and procedures regarding redundancy.
- Data Protection and Privacy: How the company handles the employee’s personal data in compliance with data protection laws.
- Health and Safety: The employer’s commitment to providing a safe and healthy work environment.
- Equality and Diversity: A statement affirming the company’s commitment to promoting equality and diversity.
- Collective Agreements: If the employee is covered by a collective agreement, reference to it and how it affects the employment relationship.
- Other Clauses: Any other relevant clauses or terms specific to the company or industry, such as travel requirements, training obligations, or specific contractual terms.
It’s important to note that employment laws often change, and there might be additional or updated requirements beyond this list.
Yes, we can assist in preparing comprehensive contractor agreements that protect your business interests and adhere to legal requirements.
Yes, we offer ongoing legal advice to help you navigate any issues that may arise during the employment or contractor relationship.