We desperately need to take somebody on to help out, but I am daunted by the prospect of becoming an employer – are my fears well founded?

No.

Whilst it is fundamental to recognise that compliance with employment law needs to be your number one priority, employing people is not a science. The challenge of your new role needn’t be overwhelming, being a good employer is easily achieved if can be fair, organised, proactive and a good communicator.

The threat of tribunal claims and under-performing, troublesome employees exist wherever poor management means staff are unfairly or wrongly treated. Simply contact us for all the help, support and advice you need to successful employ staff.

Even if an employee has accepted an offer of employment can I change my mind and withdraw the offer?

No.

As soon as there has been an unconditional offer of employment and an unconditional acceptance a binding contract of employment, (albeit only an oral one in many cases) is formed. Any withdrawal at this stage will entitle the prospective employee to sue you for damages.

The only way in which a job offer can be legitimately withdrawn would be when the offer is made on a conditional basis, for example subject to satisfactory references and the condition is not met.

Why are written contracts of employment so important?

In the event of a dispute concerning an employee’s terms and conditions of employment, without a contract, the tribunal will either impose a term based on your conduct or workplace / industry custom or will decide with whichever party has the most probable argument!

This is a precarious and totally unnecessary situation for any employer to find themselves in. A clear well-drafted contract of employment will enable you to settle disagreements quickly and easily, without any need for costly, disruptive, and time-consuming tribunal proceedings. Employment contracts and free information