Should I use a written Employment Contract?

Absolutely. Whilst employment contracts can be verbal, having a written employment agreement is very important when the employment relationship is starting to break down or issues are starting to arise.

For instance if you want to impose a probationary period (now called a minimum employment period) then this should be in writing so that there is no doubt as to the length of time of the probationary period.

Should I have HR Policies for my business?

If you want to specify additional obligations on your employees in relation to various work related matters then ‘yes’ you should put in place the relevant policy. Some of the policies you should consider putting in place are policies about:

  • Employee conduct
  • Social media
  • Confidentiality
  • Annual leave
  • Bullying/Harassment
  • Acceptable use of IT
  • Drug and Alcohol
  • Non- smoking
  • Performance management
  • Workplace surveillance
  • Anti-discrimination
  • Whistle-blower
  • Redundancy
  • Termination policy
  • Absenteeism
  • Conflict of interest
  • Grievance
  • Long service leave
  • Personal leave
  • In vehicle monitoring (if you conduct say a trucking or haulage business).

Here are the Contract Company we can assist with your employment contracts or HR policy requirements. Simply give us a call to discuss.

Get in touch with The Contract Company to make sure all of your commercial contracts are spot on.

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