WORKPLACE ANSWER
What should I check in my employment contract?
A guide to reviewing your UK job agreement before you sign it.
Quick Answer
Review your salary, working hours, and notice period first. Check that the job description matches what you discussed in the interview.
Pay close attention to probation terms, sick pay policies, and any restrictive clauses that might affect future employment.
Key Areas To Review
Your contract is a legally binding agreement. You need to ensure the basics—like your start date, job title, and place of work—are accurately documented alongside specific details like holiday allowances and pension.
Essential Terms
Ensure your gross pay and payment frequency are correct. Check your hours, including overtime rules, and verify that the holiday entitlement meets the UK statutory minimum of 28 days for full-time staff, inclusive of bank holidays.
Policies To Clarify
Look for these specific sections in the document:
- Sickness and absence policy details.Probation period length and notice during that time.Rules about confidentiality or working for competitors.How the company handles changes to these terms.
How To Address Issues
If something is missing or unclear, don't sign yet. Ask your employer for clarification or a written amendment. It is much easier to fix discrepancies before you start than to resolve a contract dispute later on.
Contract Review FAQ
What is a standard probation notice period?
During probation, notice is often shorter, such as one week. Always check if this is reciprocal for both you and your employer to ensure fairness.
Where can I find the full staff policies?
Contracts often refer to an 'Employee Handbook.' Ensure you have access to this, as it contains vital info on sick pay and disciplinary steps.
Can my employer change terms after signing?
Employers generally need to consult with you and seek agreement before making significant changes to your core terms and conditions of work.
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Important: WorkAnswers provides general workplace information for UK employees. It is not legal advice and does not replace advice from a qualified professional. Workplace situations can depend on individual circumstances.
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