Myths about employment contracts

Employment solicitors in Bournemouth can help protect you from being treated unfairly in the workplace, both physically and financially. It’s still up to you, though, to make sure that any contracts you sign are written in your best interest. Here are some myths about employment contracts that you should be aware of:

Myth #1: All the terms of my employment are clearly written in the contract

This is not necessarily so; in fact, there may be only a passing mention of the terms. Some employers count on the fact that employees don’t fully read the contract. In fact, the contract should state the hours you’re expected to work, compensation, vacation and vacation pay, job description and sick pay. If they’re not in the contract, ask for HR to add the missing elements.

Myth #2: My employer can’t force me to relocate

They can – but only if there is a mobility clause in the agreement. If there is no mobility clause, then they can’t insist that you relocate. If the move is just a few miles away, and you refuse to move, your employer may make a case that you are being unreasonable.

Myth #3: My employer must pay me any outstanding bonuses when I leave

Most employment contracts state that you must be employed and not under notice of termination at the time of the bonus payment date. This means you could lose any bonus entitlement when you leave.

Myth #4: I can work up until the date I’ve given notice to leave

Some employers require that you be paid in lieu of notice and you will not be able to return to work. This is often the case if you work for a high-security company, or a business in which you have access to sensitive information.

Employment solicitors in Bournemouth will look over your employment contract and spot any discrepancies, or clauses that may not be in your best interest.

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