There is specific information that should be contained in a contract, as defined by the Employment Rights Act 1996. But over time contracts have evolved and a well-drafted contract should also include clauses on notice periods, confidentiality, intellectual property, post-termination restrictions, references to key policies (e.g. disciplinary, grievance), and flexibility to adapt to changes in legislation.

Not safely. The employment relationship differs legally from a contractor or freelance arrangement. Using an “employment style” contract for a contractor risk creating an unintended employment relationship. Contracts should be tailored depending on the nature of the working relationship. 

Contracts should be reviewed periodically, especially after significant legislative changes or case law developments. We can help you update your contracts to reflect new legal requirements and maintain compliance.

It depends on complexity, but generally—from initial consultation through to final signed versions—we can deliver tailored contracts in a matter of days to a few weeks, depending on feedback cycles and special clauses you need.

A contract is just one piece of the whole picture. The Essentials Package ensures you also have important supporting documentation (e.g. disciplinary policy, grievance policy, absence management, privacy notice) so your contracts align with your wider HR framework

We begin with a discovery call to understand your business and if you have had any challenges specifically relating to contracts. Then we recommend a solution, draft the documents, review them with you, and deliver final, branded contracts ready for use.