Employment Contracts & Policies

Having appropriate contracts of employment in place for your employees can go a long way in helping manage your business’ risk of claims further down the line. Equally important are well-drafted workplace policies, which set clear expectations and provide a framework for consistent decision-making. Together, employment contracts and policies help protect your business, promote compliance, and reduce the likelihood of disputes.

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What does and does not need to be included in your contracts of employment will be dependent on the nature of your business, but also the role and seniority of the employee.

Our solicitors can provide specific, tailored contracts according to your business needs and ensure that they are properly drafted to protect your business against risk. For example, in certain industries and often with senior employees it will be important for your business to protect against employees working for a direct competitor or poaching clients.

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Employment contracts for your business

Our specialist employment solicitors can advise on:

Drafting contracts for new employees
Appropriate protections to include in your contracts of employment
Reviews of existing template contracts used by your business
Variations to existing contracts and how to manage to secure the employee’s agreement to variations
Director and senior-level contracts of employment

Employment policies for your business

It is also prudent for your business to have proper policies and procedures in place, usually documented in a Staff Handbook. We can advise on whether your existing policies can be amended to afford you better protections, or draft new policies for you. For example, our corporate clients have requested recently that we provide them with tailored Flexible Working Policies in light of the COVID-19 pandemic. Other policies and procedures your business should have in place may include:

Disciplinary and Grievance Policy
Parental Leave Policies
Equal Opportunities Policy
Sickness and Absence Policy

Having appropriate employment policies and procedures in place can help reduce management time and legal costs further down the line. Our solicitors can explain the policies most useful to your business and answer any questions you may have on how to apply them across your business.

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Frequently asked questions

All employers are legally required to provide employees and workers with a written statement of employment particulars from day one of employment.
For business owners and HR professionals, this must include key terms such as:

Job title and duties
Pay and benefits
Hours of work
Holiday entitlement
Place of work
Notice periods
Disciplinary and grievance procedures

While this document sets out the statutory minimum, most employers choose to issue a comprehensive employment contract to clearly define rights, responsibilities, and protections for both parties.

We regularly advise employers in Bedfordshire and Hertfordshire from our offices in Luton and Berkhamsted, as well as businesses across the UK, on drafting contracts that meet legal requirements while reflecting the practical needs of the organisation.

In most cases, yes.
A “one‑size‑fits‑all” contract can expose a business to unnecessary risk, particularly where senior employees, managers, or directors have greater responsibilities or access to confidential information.
Employers often require tailored contracts for:

Senior leadership or directors
Employees with client or supplier relationships
Sales or commission‑based roles
Remote or hybrid workers

Well‑drafted contracts allow businesses to include appropriate provisions on confidentiality, post‑termination restrictions, intellectual property, and flexibility, while remaining enforceable.

Our employment team support business owners and HR professionals in designing contract structures that are consistent, compliant, and fit for purpose.

Employers cannot usually change contractual terms unilaterally without risk. Changes to pay, hours, duties, or benefits will generally require employee agreement or a clearly drafted contractual flexibility clause.

Policies, on the other hand, are often easier to update, provided they are:

Clearly identified as non‑contractual
Communicated properly to staff
Applied consistently

For HR professionals, managing change lawfully is crucial to avoid claims for breach of contract, constructive dismissal, or employee relations issues.
We advise employers on how to implement changes to contracts and policies in a structured and legally compliant way.

Employment law and workplace practices evolve frequently, meaning contracts and policies can quickly become outdated.

Employers should review their documentation:

When legislation changes
Following business growth or restructuring
When introducing new working practices (such as remote or flexible working)
If documents have not been updated for several years

For business owners, regular reviews help ensure compliance, reduce the risk of disputes, and ensure that contracts and policies continue to support the commercial objectives of the business.

Our employment lawyers work with employers nationwide, to carry out practical reviews that align legal compliance with operational needs.