Verbal Employment Contracts in the UK: What You Need to Know
In the UK, verbal employment contracts are legally binding agreements between an employer and an employee. While they are less common than written contracts, they are still valid if certain conditions are met.
What is a verbal employment contract?
A verbal employment contract is an agreement between an employer and an employee that is agreed upon through spoken communication. This type of contract establishes the terms and conditions of employment, including job responsibilities, working hours, pay, and benefits.
Are verbal employment contracts legally binding in the UK?
Yes, verbal employment contracts are legally binding in the UK. However, in order for a verbal contract to be enforceable, both parties need to agree on the terms and conditions of employment. The employer must also provide the employee with a written statement of employment within two months of the start of employment.
What should be included in a verbal employment contract?
A verbal employment contract should include all relevant terms and conditions of employment, including:
– Job title and description
– Start date
– Probationary period (if applicable)
– Working hours
– Pay and benefits
– Holiday entitlement
– Notice period for termination of employment
– Disciplinary and grievance procedures
It is important to note that verbal contracts are not as easy to enforce as written contracts. If there is a disagreement between an employer and employee, it can be difficult to prove the terms of the agreement without written documentation.
What are the risks of verbal employment contracts?
The risks of verbal employment contracts include misunderstandings and disputes. If there is a disagreement between an employer and employee about the terms and conditions of employment, it can be difficult to resolve without written documentation. Verbal contracts are also more difficult to prove in court, which can make it harder for an employee to pursue legal action if necessary.
It is also worth noting that some employers may offer verbal contracts as a way to avoid providing employment benefits or protections. In these cases, employees may be at a disadvantage if they do not have a written contract to protect their rights.
In conclusion, while verbal employment contracts are legally binding in the UK, they can be risky for both employers and employees. It is always recommended to have a written contract in place to avoid any misunderstandings or disputes. If you are unsure about the terms and conditions of your employment, seek legal advice.