Employment
Employment contract advice for employees
Your contract of employment governs the core terms of your working relationship, including pay, duties, hours, notice, benefits, confidentiality and post-termination obligations. It is important to understand what you are agreeing to before signing, and equally important to take advice if your employer later tries to change the terms.
We advise employees on new contracts, amended terms, promotions, role changes, restrictive covenants, notice provisions and disputes about what the contract means in practice. We focus on explaining the legal and commercial consequences in clear terms before problems escalate.
When advice may be needed
Employees commonly seek advice on contracts where there are concerns about:
- New contracts, senior employment terms or promotion documents.
- Changes to pay, hours, job title, duties or place of work.
- Notice periods, probationary periods and garden leave clauses.
- Bonus, commission, benefits, expenses and pension terms.
- Confidentiality, intellectual property and restrictive covenants.
- Contractual disputes during employment or following termination.
Understanding what the wording means
Employment contracts are not always written in plain English. Some clauses may appear standard but have significant consequences, particularly where they affect your ability to move jobs, work for a competitor, contact clients or receive bonus payments after notice has been given.
We can review the wording, identify areas of concern and advise on whether amendments should be requested. Where the contract has already been signed, we can advise on enforceability, interpretation and whether the employer is acting outside the agreed terms.
Contract changes and disputes
If your employer is seeking to impose changes, it is important to take advice before accepting them, working under protest or resigning. The correct response will depend on the seriousness of the change, the consultation process, the business reason given and the impact on you.
We can help you respond strategically, preserve your position and assess whether the situation gives rise to claims for breach of contract, unlawful deduction from wages, unfair dismissal or constructive dismissal.