A contract of employment is a crucial document for both employers and employees. It lays out the terms and conditions of the employment relationship and protects the rights of both parties. But when should you expect to receive a contract of employment? In this article, we will explore the different factors that can affect when you receive your employment contract.
- Before Starting Work
One of the most important things to consider is when you should receive your contract of employment. Ideally, you should receive it before you start work. This gives you time to review and understand the terms and conditions of your employment before you sign on the dotted line.
a. Legal Requirement
In some countries, such as the UK, employers are legally required to provide their employees with a written statement of employment within two months of starting work. This statement must include certain information, such as the job title, pay, working hours, and holiday entitlement.
b. Negotiations
If you have negotiated any specific terms or conditions of your employment, such as a higher salary or flexible working hours, these should be included in your contract. If negotiations are ongoing, you may not receive your contract until they are finalized.
c. Recruitment Process
The speed at which you receive your contract of employment can depend on the recruitment process. If there are multiple candidates for the role, the employer may take longer to make a final decision and issue contracts. However, if the employer is keen to hire you, they may prioritize getting your contract to you quickly.
- During Probationary Period
Many employers have a probationary period at the start of an employee’s tenure. This allows the employer to assess the employee’s suitability for the role and gives the employee time to decide if the position is right for them. During the probationary period, the terms and conditions of employment may differ from those outlined in the contract.
a. Length of Probationary Period
The length of the probationary period can vary depending on the employer and the role. It is typically between three and six months but can be longer for more senior positions. During this time, you may not receive a full contract of employment but instead a shorter document that outlines the key terms and conditions.
b. Changes to Terms and Conditions
During the probationary period, the employer may make changes to the terms and conditions of your employment. This could include changes to your job title, pay, or working hours. Any changes should be communicated to you in writing, and you should be given the opportunity to discuss them with your employer.
c. Confirmation of Employment
At the end of the probationary period, if the employer is happy with your performance, they will confirm your employment with a full contract. This contract will include all the terms and conditions of your employment going forward.
- Changes to Employment
Even after you have started work, there may be changes to your employment that require an updated contract. These changes could be due to a promotion, change of role, or changes to your working hours.
a. Promotion or Change of Role
If you are promoted or move to a different role within the company, you may receive a new contract that reflects the changes in your job title, duties, and salary.
b. Changes to Working Hours
If there are changes to your working hours, such as a move from full-time to part-time, you may receive a new contract that reflects this change.
c. Changes to Terms and Conditions
If there are changes to the terms and conditions of your employment, such as a change to the pension scheme or holiday entitlement, you should receive an updated contract that reflects these changes.
In conclusion, it is important to receive a contract of employment before starting work. The timing of the contract can depend on factors such as legal requirements, negotiations, and the recruitment process. During the probationary period, you may receive a shorter document outlining the key terms and conditions, with a full contract provided after confirmation of employment. Finally, changes to your employment may require an updated contract that reflects any changes to your job title, salary, or working hours.