MoorcroftsMoorcroftsMoorcroftsMoorcrofts
Menu
  • Services
  • Team
  • Careers
  • Blog
  • Events
  • Contact

Employment Contracts – will yours be compliant post April 2020?

non-compete clauses

Employment Contracts – will yours be compliant post April 2020?

9th March 2020

Share this post

In a previous blog, entitled: Updating your contracts of employment  – are you ready for the April 2020 changes? our Employment Partner, Matt Jenkin talked about changes that are coming into force from 6 April 2020 that will impact on employment contracts.

Talking to employers, it is evident there are a still a large number that have not started work to deal with these changes.

That lack of action may be down to the perception that the changes are only very “technical” in nature and as the organisation already has a detailed contract of employment in place, it will not be impacted by these changes.  However, that view may be misplaced when you consider the changes in more detail.

From our perspective, the key issue is that from 6 April 2020, the amount of information that needs to be included in the basic terms of employment (which is often referred to as the “Section 1 Statement”) is increasing. Now for the vast majority of employers that section 1 statement is incorporated into their employment contract.  This means that the amount of information that will need to be included in the contract of employment will increase and employers will need to review and amend their employment contracts to account for this change.

The impact can be best illustrated by looking at some of the additional information that needs to be included.  If we take probationary periods for example. Under the new rules, the statement must contain details of the particulars of any probationary period including any conditions and its duration. If there is no probationary period, then that fact must also be stated in the agreement. As such employers who operate probationary periods will need to make sure that this is covered adequately in their contracts and for those employers that don’t use these periods, they will need to make that point clear.

Another example of the impact of the changes is the new requirement to set out details of any paid leave (other than holiday and sick leave) which the employee is entitled to take. Even if employers only provide for statutory maternity pay, paternity pay, bereavement leave pay etc, that will need to be set out in the contract. My experience is that most employment contracts don’t include this level of detail.

As such, even if you are an employer that thinks that your employment contracts are in good shape, you should be undertaking a review of you contracts of employment and making changes to ensure compliance post 6 April 2020.

If you need any further information on the changes or a review of your employment contracts to check for post 6 April 2020 compliance, please contact Matt Jenkin.

Related Post

2ND FEBRUARY 2023

Menopause in the Workplace – Employers left to fend for...

5TH OCTOBER 2022

Moorcrofts charity ‘Night at the Races’ raises over...

Recent Posts

  • Allyship in the workplace webinar

    16th May 2023
  • OpenChain UK Work Group March 2023 Meeting

    21st March 2023
  • OpenChain UK Work Group Meeting Announced

    22nd May 2023

Get in touch

team@moorcrofts.com
T. +44 (0) 1628 470000
F. +44 (0) 1628 470001

Find us

Thames House
Mere Park
Dedmere Road
Marlow
Bucks
SL7 1PB
Moorcrofts LLP is a limited liability partnership registered in England and Wales under number OC311818. Partners: Andrew Katz, Theresa Hunter, Julia Ferguson, Matthew Jenkin, Peter Woolley, Tim Astley and William Pearce. Authorised and regulated by the Solicitors Regulation Authority (number 419658) VAT no. GB 727298404

"Partner" means a member of Moorcrofts LLP or a person of equivalent status, qualification and experience

Privacy and cookies  | Service and price transparency  | Complaints

© 2023 Moorcrofts LLP, All Rights Reserved.