REQUEST A CONSULTATION ON TYPES OF EMPLOYMENT AND EMPLOYMENT CONTRACTS ✅ CORPORATE AND COMMERCIAL LAW ✅ SERVICES

Lawyer's actions:

analysis of information provided by the client regarding the current or planned format of employment;
determination of the nature of the employment relationship (employee, worker, self-employed, contractor, director);
legal assessment of existing or planned contracts for compliance with the Employment Rights Act 1996 and Employment Tribunal practice;
drafting a written legal opinion justifying the legal status and recommendations for further action.

Lawyer's actions:

review of the draft contract to be concluded with the employee or employer;
verification of the presence of all mandatory provisions (duration, remuneration, leave, termination, information protection, disciplinary procedures);
amending the existing contract or drafting a new document taking into account the legal status of the parties;
adapting the terms of the contract to the form of employment (zero-hour, fixed-term, part-time, full-time, agency, etc.).

Lawyer's actions:

providing advice on taxation, pension contributions, holidays, sick leave, etc., depending on the type of employment;
explaining how the status affects obligations to HMRC, the possibility of labour disputes or changes in the future;
drawing conclusions on the advisability of changing the type of employment or entering into a new contract;
answering additional questions from the client regarding UK employment law.

Let us know what you did not like, we are working on improving our service every day!

Employment status in the UK: how to correctly determine the type of employment

In the United Kingdom, the type of employment relationship directly affects tax obligations, employment rights and obligations of the parties. Incorrect classification of an employee as self-employed or worker instead of employee can lead to serious legal consequences for the company and loss of rights for the employee.

The consultation includes:

determining the legal status of the person (employee, worker, self-employed, director, contractor);
analysing the nature of employment according to HMRC and Employment Tribunal criteria;
explaining the impact of status on holidays, sick leave, taxes and pension contributions;
recommendations on changing status or entering into new forms of cooperation.

Legal advice on employment contracts: what terms should be included in an employment agreement

The conclusion of an employment contract in the United Kingdom is governed by the Employment Rights Act 1996 and the requirements of ACAS. Each form of contract — fixed-term, zero-hour, full-time or freelance — has its own specifics, and it is important to consider all the legal nuances before signing the document.

Legal advice covers:

analysis of the proposed contract for compliance with legal requirements;
recommendations on the inclusion of critical points: payments, schedule, duration, confidentiality, exit conditions;
adaptation of a template contract to the client's specific situation (e.g., remote employment or international employment);
assessment of risks and protection of the interests of both the employer and the employee.

Fixed-term vs zero-hour contracts: how to choose the best form of employment relationship

Often, companies or employees do not fully understand the difference between different types of contracts. Fixed-term provides more predictable conditions, while zero-hour provides flexibility.

However, each form has its own risks that need to be considered from a legal perspective.

During the consultation, the lawyer provides:

a comparative overview of the main types of contracts;
an analysis of the advantages and disadvantages, taking into account the industry and type of employment;
advice on switching from one type of contract to another;
explanation of the implications for tax payments, employee rights and employer responsibilities.

Conclusion

Consultation on types of employment and employment contracts allows you to correctly determine the legal status of an employee; avoid legal mistakes when concluding a contract; adapt the contract to individual terms of cooperation; ensure compliance with current UK legislation.