The contract itself is an agreement between you the employee and the employer to which the employer provides work for you to do in exchange for a paid salary. In addition, the employee is obliged to work towards the work set and if they refuse to, they are in breach of the contract. This will result in the loss of the job or the employee.
A principal statement (Legal name of the employer company, legal name of the employee, job title, the date the employment began, the employee’s work hours, entitlement to holidays and address of the the employee’s place of work) is required on the contract as well.
Temporary employment contract – A temporary employment contract, also known as a fixed-term employment contract is a contract of which ends on a particular date or as a specific task or project is completed. A contract is not a fixed-term contract if the employee has a contract with an agency rather than a company, is a student or trainee on a work-experience placement or is working under an apprenticeship or are a member of the armed forces.
One big rule of a fixed-term contract is that the employer of those who have employed people under fixed-term contracts must be treated the same as those on permanent employment contracts. Each employee, regardless of their contract must be treated equally and be doing the same or a similar job of length and time. They must also receive the same pay and conditions, the same or an equivalent of benefit packages and protection from redundancy or dismissal. The only time a fixed-term employee may not work the same hours or perform the same tasks is if there is a good business reason to do so, also known as Object Justification.
Fixed-term employment contracts can however be renewed after the original one has ended. This must be done by negotiation with the employer though on bad terms, this may provide futile and an agreement won’t be made. On the other hand, a contract can be ended earlier too. This is dependent on what is written on the contract but the most common way in which this is done between employers and employees is that the employee must hand in their notice a week in advance and only if they have worked for an employer for a month or more.
Full-time employment contract – Full-time employment is when an employee is made to work a minimum number of hours defined by his/her employer. It is different to that of a fixed-term or part-time employment as Full-time employment comes with a handful of extra benefits. The following benefits are:
Annual leave
Sick leave
Health insurance
Being things such as a teacher or editor for a magazine for example are treated as full-time employment and can be watered down to cover all careers. Like how a teacher is different to someone who works at a checkout, working at the checkout is not a career as per say.
A standard week of work for an employee under a full-time contract consists of five, eight hour days and is most commonly served between 9AM to 5PM and generally pay more than that of a part-time contract. For a contract to be considered a full-time contract the employee must work 36 hours a week and overtime is legally paid out when the employee works more than 40 hours per that week.
Zero hours contract - Recently, zero hour contracts have been quite controversial and the government is actually currently in the process of creating restrictions and changing how zero hours contracts can be used.
This is different to a normal employment contract as instead of creating a mutual obligation between the employer and employee, where you are provided a certain amount of work and you agreed to go and do it. You instead get a contract which allows the employer to need the employee to come to the work without actually guaranteeing to provide work to the employee. There is a benefit to this though, as the employer can then call upon the services of the employee when needed.
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