Just Employment

Employment Contracts

Many people think that employment contracts must be in writing. This is not so. Contracts made orally are perfectly valid. But because they are more difficult to prove, it is better to have contracts in writing, especially when disputes arise.

“Rachel, thank you for your prompt and sound advice. I’m very grateful.” – Mr L, Aldershot

Employers are legally required, by the Employment Rights Act 1996, to give employees a written statement of particulars of employment within two months of starting employment. These particulars must deal with a range of matters, from pay and pensions to discipline and grievances. The sanction is a financial penalty if the employee makes a successful employment tribunal claim. Indeed, any employer coming to tribunal without a written employment contract starts very much on the back foot.

We advise employers to have, not just a written contract of employment, but a handbook setting out policies and procedures to deal with important topics from maternity and retirement to bullying and computer use.

Public sector employees are invariably good at contract documentation, usually supported by collective agreements. But terms and policies sometimes need revision. This is likely to require sensitive handling. We are specialist Employment Contract solicitors – we can help.

Just Employment Offices


St Mary’s Chambers,
59 Quarry Street,
Guildford, Surrey

Tel: 01483 303 636


Kemp House,
152 City Road,

Tel: 0203 326 5000


Werks Central
15-17 Middle Street
Brighton, East Sussex

Tel: 01273 020 796

Wokingham, Reading

2 The Courtyard,
Denmark Street,
Wokingham, Berkshire,
RG40 2AZ

Tel: 01189 639 328