The Ever-Evolving World of the ‘Individual Employment Agreement’

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As an Employer, staying on top of the basic’s is an important necessity and one that can go along way in providing valuable insurance against vulnerability from any potential employment relationship issues.

Individual Employment Agreements may not seem like an essential element in the core fundamentals of your business, however, maintaining up to date and compliant with legislation will form a solid basis in the event of a number of different situations. Having the basic’s right and being aware of any current or future changes will ensure clear expectations and understanding for both parties and could prove an instrumental part of starting a long and valuable employment relationship.

Employment law is influenced by many different factors, for example, political, environmental and social to name a few, and is therefore a constantly changing world of clause’s and varying core terms which can have a huge impact on a business and how it operates. It’s for this reason Individual Employment Agreements need to be reviewed regularly in order to reflect these changes and avoid any future problems.

In the last year alone, there has been a number of amendments in legislation, for example, changes to Trial and Probationary Periods, a minimum wage increase as well as the most recent change with Rest and Meal Breaks which has been effective since 6th May 2019. More recently still, the Domestic Violence Leave 1995 legislation has changed (effective as of 1st July 2019). Going forward, it will be known as Family Violence Leave and incorporates many new entitlements, rights and Employer obligations.

With all this in mind and with many pending legislations on the horizon, it’s the perfect time to start reviewing your current documentation.

For assistance with any recommendations to alterations or for a full agreement template, please contact us here at Russell Drake Consulting. We’re more than happy to help!

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