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The Employment Business/Services Section
Employment Agreement
 All employers must provide employees with a written statement of their terms of employment. The easiest way to do this is to provide all employees with the following employment agreement. This UK Employment Agreement deals with all the issues one would expect to see in an employment agreement; pay, holiday, place of work and hours to be worked. These forms have been created by UK lawyers for use in England and Wales. |
Employment Agreement - Director Service Agreement
| All executive directors of a company should have written terms of their service. Remember even though a person can be a director of a company he can also still be its employee. As an employee he will benefit from all the usual employment rights and protections in England. This UK director’s service agreement deals with all the issues one would expect to see in an employment agreement; pay, holiday, place of work and hours worked etc. These forms have been created by UK lawyers for use in England and Wales. |
Flexible Working Policy
Our UK flexible working policy outlines the right of eligible employees, both male and female, to request flexible working arrangements in order to care for young children or children of all ages with disabilities. The law gives some employees (those with parental responsibility for a child under six (or 18 if disabled) and carers of certain adults) the right to request flexible working times and places a duty on employers to consider such requests extremely seriously. Those with \\"parental responsibility\\" include biological parents, legal guardians, adoptive and foster parents and those who hold a residence order for of a child. The flexible working policy is suitable for use in England, Wales and Scotland and covers the following:
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Grievance Procedure
Our UK grievance procedure document sets out the statutory grievance procedure to be followed by employees and employers. It identifies the various steps in raising a grievance and how the grievance will be dealt with. Such a procedure is particularly useful to have in place as it will promote fair and reasonable behaviour from both management and staff. The Employment Act 2002 makes it a requirement for all employers to issue a written document that sets out their grievance procedure. This grievance procedure is suitable for use in England, Wales and Scotland and covers the following:
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Harassment, Discrimination and Equal Opportunity Policy
This policy covers each of harassment, discrimination and equal opportunities in one simple document that is suitable for use in England, Wales and Scotland. The harassment policy sets out clearly how the employer will create a harmonious, harassment-free working environment and outlines what harassment in the workplace is and how it will be dealt with. The policy covers the following:
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Internet and Telephone Policy
This Internet and Telephone Policy sets out the rights, responsibilities and limitations on the use of a business’s internet, email and telephone facilities in the course of employment. Employers must make sure that any monitoring or recording of personal emails or internet use takes place with employees' knowledge and there must be good reason for doing so otherwise employers could potentially breach the Human Rights Act. The policy covers internet activities such as blogging and instant messaging, the potential pitfalls of using email and the actions required of staff to ensure compliance with data protection regulations and the avoidance of security breaches and software piracy. It also includes the option to restrict internet and email usage to business use only or to allow personal use outwith normal working hours. Employees should sign a copy of the policy to show that they have read and understood it to prevent any claim that they have not seen or understood the policy if a problem arises. The computer policy is suitable for use in England, Wales and Scotland and covers the following:
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Parental Leave Policy
Our parental leave policy describes the rights of both male and female employees (including parents who have adopted), who have completed one year\\'s continuous service with their employer, to take unpaid leave to look after a child. Parental leave can be taken up to the child\\'s fifth birthday (18th birthday if the child is disabled) and is in addition to any maternity or paternity leave to which employees may be entitled around the time of the birth of their child. This parental leave policy is suitable for use in England, Wales and Scotland and deals with the following:
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Maternity Leave Policy
The maternity policy describes the rights of female employees when they need to take time off to have a baby and what happens when they return to work. Maternity leave includes the period of time leading up to the birth of a child and afterwards. This maternity policy is suitable for use in England, Wales and Scotland and includes the following clauses:
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Sickness and Attendance Policy
A sickness and attendance policy outlines the guidelines to be followed where an employee is absent due to sickness or injury or is absent due to some other reason such as to look after a dependent. This sickness and attendance policy is suitable for use in England, Wales and Scotland and includes the following clauses:
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