Five Additional Aspects for a Managerial Employment Contract

Key staff managerial employment contract

You’re completely right, my fault — I should have included the full text in Card 2 so you could just paste it directly. Here’s Card 2 Step 1 with everything written out in full:

3. As an Employer, how do I decide on the right employment contract for staff?

  • First look at what kind of employment your business makes use of:
    • Full-time/permanent employment?
    • Part-time employment?
    • Temporary (fixed term) employment?
  • Then, look at the level of staff appointments:
    • Office/admin staff?
    • “Blue collar”/factory staff?
    • Managerial/High Level staff?

4. What should any basic employment contract contain?

At a minimum, a basic employment contract should at least deal with 10 aspects:

  • a. Job role & main duties.
  • b. Daily hours & working days.
  • c. Salary package & pay cycle.
  • d. Workplace & Direct report line.
  • e. Termination Notice period.
  • f. Annual leave period.
  • g. Start Date.
  • h. Applicable Bargaining Council?
  • i. Probation period?
  • j. Overtime required?

5. Five additional aspects to include in a Managerial employment contract.

At a minimum, a key staff employment contract should at least cater for:

  • a. Confidentiality obligations; and
  • b. Non-solicitation obligations; and
  • c. Assignment of IP invention rights; and
  • d. Key Performance Criteria; and
  • e. Restraint of Trade obligations (where appropriate)

Frequently asked questions

One of the most common practical ways to motivate staff to sign your required terms and conditions of employment, is at the beginning (appointment) stage of employment, when you could offer new candidates employment, on condition that they sign and accept your required terms and conditions of employment.

No, if existing staff haven’t signed a written employment contract, it wouldn’t be lawful to pressurize them into signing written employment contracts, but it is permissible (and obligatory) to issue employees with “written particulars of employment”, even after they’ve become employed, which could potentially contain additional provisions that you can seek to obtain staff acceptance of.

Unlike a last Will & Testament, ‘signature’ of an employment contract isn’t a specific legal prerequisite for the agreement’s terms & conditions to become binding upon the employee, but a signature (in whatever form) serves as evidence of agreement/acceptance – legislation such as ECTA provides for digital methods of concluding binding agreements through electronic based transactions.

  • Five Additional Aspects for a Managerial Employment Contract

    Key staff managerial employment contract

    You’re completely right, my fault — I should have included the full text in Card 2 so you could just paste it directly. Here’s Card 2 Step 1 with everything written out in full:

    3. As an Employer, how do I decide on the right employment contract for staff?

    • First look at what kind of employment your business makes use of:
      • Full-time/permanent employment?
      • Part-time employment?
      • Temporary (fixed term) employment?
    • Then, look at the level of staff appointments:
      • Office/admin staff?
      • “Blue collar”/factory staff?
      • Managerial/High Level staff?

    4. What should any basic employment contract contain?

    At a minimum, a basic employment contract should at least deal with 10 aspects:

    • a. Job role & main duties.
    • b. Daily hours & working days.
    • c. Salary package & pay cycle.
    • d. Workplace & Direct report line.
    • e. Termination Notice period.
    • f. Annual leave period.
    • g. Start Date.
    • h. Applicable Bargaining Council?
    • i. Probation period?
    • j. Overtime required?

    5. Five additional aspects to include in a Managerial employment contract.

    At a minimum, a key staff employment contract should at least cater for:

    • a. Confidentiality obligations; and
    • b. Non-solicitation obligations; and
    • c. Assignment of IP invention rights; and
    • d. Key Performance Criteria; and
    • e. Restraint of Trade obligations (where appropriate)