You may be happy because you have been offered a new job, or it may be your first attempt at full-time employment. If the salary is right and this is what you want to do, shouldn’t you skip the detailed aspects of your employment contract and just sign it? Well no It is always best to read and understand what you are signing.
So what should you look out for before signing an employment contract?
Job title and responsibilities
This is important as it defines the scope of your exact role and the tasks that your employer may or may not ask you to do. The broader the job description, the more flexibly your employer can ask you to take on more work and thus change the targets. Make sure that the job description adequately reflects the role you are applying for and is not aimed at giving you additional responsibilities that you cannot or do not want to take on. Also, check that the job title is correct. For example, if it is a managerial position, the job title should not simply be “Manager”.
place of work
If you have agreed to work in a large geographic area, e.g. B. in other offices, elsewhere in the UK or even abroad, your employer will be in a strong position if you later refuse to move. If the option to work from home is available and you have discussed this, the contract should reflect this. Your entitlement to severance pay could also be affected if you refuse to work in a new location despite having previously contractually agreed to do so.
Salary, benefits and bonuses
Make sure that your employment contract corresponds to what was in your letter of offer. Make sure that the payment of other agreed services is also planned, e.g. For example, an improved retirement plan, a car, private health insurance, stocks or stock options, bonuses and commission payments. Check if the bonuses are guaranteed or at the company’s discretion. If they are performance-based, targets should be set and it should be clear who will decide whether the goals have been achieved.
working hours
Do not agree on working hours that you will regret later. It is best if you negotiate a change from the start, including the option of flexible hours if that is the only way to get the job done. Inquire not only about the working hours, but also about the shift system, ie whether you have to work on weekends or in the evening, and if so, on which days and for how long. Also, check if you are required to “work all the hours required for the position” and, if so, what is expected. Also check whether you have to work overtime and whether this is remunerated.
vacation
You cannot take your vacation at a time of your choosing. So if you are limited in the amount of time you can take it, this should be discussed with your employer. You should pay attention to the following:
- From when the vacation year starts. For example, does it apply from January 1st to December 31st? This depends on how much vacation you can still take in the first year you start working.
- whether you cannot take vacation at certain times of the year. For example, during the busy times over Christmas.
- whether there is a right to carry over vacation not taken to the following year
Limiting Agreements
When signing a new employment contract, restrictive agreements are easily overlooked as they only become relevant after you leave the company. However, future employment prospects or business development could be hampered if they are too restrictive, especially if you are expected to take customers with you to your new employer. The usual agreements are aimed at preventing you from poaching customers or working for a competitor for a period of time after you have left (usually three to six months, but they can be longer). Any personal clients or customers that you introduce to your new employer can become part of your employer’s customer base and are part of your restrictive agreements when you leave, unless your contract provides otherwise.
termination
Make sure that your notice period is not too long or too short. A notice period of one to three months is common for most employees. Too long a notice period could prevent you from starting a new job, and too short a notice period could not give you sufficient stability.
