Distributing an agreement without explaining the context or background could contribute to Andreas` reaction in this scenario. Employers can wait up to 2 months before providing minimum legal information, but the right to a minimum written amount is created after one month. This means that a worker, even if he will retire during the second month of service, is still entitled to a copy of his written information. Employers who fail to provide information within the specified timeframes can expect fines of up to £1800 per employee. Such situations can be difficult for employers to navigate. There will often be legitimate business reasons to update employment contracts. It is, however, a good practice to ensure that all new employees get a full employment contract before they start working for you. If you are having trouble getting employees to sign your contracts and you are not sure how to do so, contact us today to discuss the situation and we can provide you with a sample letter that you can send to the employee or staff. Employers may consider such amendments to be purely procedural amendments which document a worker`s existing obligations, in this case the private or confidential treatment of information. Employers are required to provide workers with a written statement on the main terms and conditions of employment within two months of the start of the activity. This written statement of the main conditions must contain, inter alia, information such as the rate of pay, the right to leave, working time and the authorisation for dismissal. This written declaration should ideally be signed and dated by both parties. But be careful to avoid any impression of coercion or pressure – the purpose of the discussion is to explore concerns, not to get a signature.
Sometimes, no matter how well the employer explains the situation, some employees simply refuse to sign a copy of their contract. If workers refuse to sign, employers should consider why. If there is a particular problem, the parties should try to solve it. Some employees mistakenly think that if they do not sign the contract, they cannot be bound by its terms and therefore simply refuse to sign in principle. In these situations, employers should clearly communicate that the conditions listed are the terms and conditions of employment under which the worker is engaged. If the worker continues to fulfil his obligations and receive the benefits to which he is entitled under the contract – such as remuneration and leave – the employer should inform the worker that the employer is assumed that the terms and conditions of employment have been accepted. . . .