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The different types of employment contracts used within a business Essay

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In this section of my handbook, I will describe the different types of employment contracts used within a business and how they are formed. The following contracts will be included within this section; a definition of a contract, full-time contract, part-time contract, fixed term contract, temporary contract, an agency contract, job-share contract and flexible working contract.

The definition of a contract is a legal binding agreement that is enforceable by law. Contracts occur in many different areas such as employment, sales or tenancy.

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There are four elements to a contract. In relation to employment contracts these are; Offer (the job offer after an interview), acceptance (the job offer is accepted by the successful candidate the offeree). Acceptance of the offer must be communicated, consideration (the promise of a paid job), and capacity (legal age to work in the UK is 14 (light work) and aged 16 full time if left school. All four elements must be present for a contract to be legally enforced. If an element is missing the contract becomes void.

A full-time contract is formed when an individual is working more than 35 hours per week. This can be in any job as long as the individual is working more than 35 hours per week they are considered as full time. There are certain responsibilities that an employer has when dealing with full-time employees. An employer must give their employees a written statement of employment or contract, the statutory minimum level of paid holiday, a payslip showing all deductions e.g. national insurance contributions, the statutory minimum length of rest breaks, statutory sick pay, maternity, paternity, and adoption pay and leave. An employer must also must make sure that employees do not work longer than the maximum allowed, pay employees at least the minimum wage, have employer’s liability insurance, provide a safe and secure working environment, register with HM revenue and customs to deal with payroll, tax and national insurance contributions, consider flexible working requests, avoid discrimination in the workplace and make responsible adjustments to the workplace if their employee or employees are disabled.

A part-time contract is formed when an individual is working less than 35 hours per week. More than 35 hours will be considered as full time. Any less than 35 hours per week is part-time. An employer employing part-time employees must give their employees a written statement of employment or contract, the statutory minimum level of paid holiday, a payslip showing all deductions e.g. national insurance contributions, the statutory minimum length of rest breaks, statutory sick pay, maternity, paternity, and adoption pay and leave. An employer must also must make sure that employees do not work longer than the maximum allowed, pay employees at least the minimum wage, have employer’s liability insurance, provide a safe and secure working environment, register with HM revenue and customs to deal with payroll, tax and national insurance contributions, consider flexible working requests, avoid discrimination in the workplace and make responsible adjustments to the workplace if their employee or employees are disabled.

A fixed term contract is given by an employer on the basis that the contract will be terminated at a future date when a specific ‘term’ relating to the job expires for example; the completion of a particular project or task. Fixed term contracts last for a certain length of time and they are also set in advance. They end when a specific task is completed or when a specific event takes place. Fixed term employees must receive the same treatment as full-time permanent staff. This means an employer must give their employees a written statement of employment or contract, the statutory minimum level of paid holiday, a payslip showing all deductions e.g. national insurance contributions, the statutory minimum length of rest breaks, statutory sick pay, maternity, paternity and adoption pay and leave. An employer must also must make sure that employees do not work longer than the maximum allowed, pay employees at least the minimum wage, have employer’s liability insurance, provide a safe and secure working environment, register with HM revenue and customs to deal with payroll, tax and national insurance contributions, consider flexible working requests, avoid discrimination in the workplace and make responsible adjustments to the workplace if their employee or employees are disabled.

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Hi, I am Sara from Studymoose

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Hi, I am Sara from Studymoose

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