Recruitment & Employment Contracts


An efficient recruitment process usually begins with a lot of careful planning on how candidates will be assessed. It is important for all candidates to be made aware of the specific requirements, qualifications and skills that are required for the position. This will ensure that more candidates, who do apply, are actually suitable for the role. All of this can be made very clear by writing a detailed job description as part of the advert for the vacancy. Avoid discrimination in any form. When successful candidates have been short listed, it is recommended to invite them for interviews. This will allow you to make a better judgement based on character.

Employment Contracts

After selecting the candidate that will take the job, it is highly advisable to get them to sign a written contract that clarifies employment terms, probation details and the employee’s entitlements. Employees are entitled to the minimum wage, paternity/maternity leave and sick pay etc. However, a contract may offer the employee more than their legal entitlements. To avoid any disputes, the written contract of employment must match with the criteria set in the job description and anything told to the employee during an interview.


A written statement of employments must be issued within 2 months of the employee being employed. The statement must include details such a pay, holiday entitlement and working hours.

From the beginning of the process, it is sensible to consult a legal expert to make sure that all contracts and terms are legal, and that all legal entitlements are met.  If there are any employment benefits, clarify with the employee that they may not be entitlements but are subject to discretion if that is the case.  Most employers also have separate employee handbooks that detail health and safety arrangements, company policy, grievance procedures and the discipline code.