Employment

Employment Contracts

Employment Contracts

At Franklins Solicitors, our Employment Law team reviews, drafts, and advises on contracts of employment. Whether you’re starting a new job, facing changes, or need clarity on restrictive clauses, we ensure your contract is fair, compliant, and protects your rights.

At Franklins Solicitors, our Employment Law team reviews, drafts, and advises on contracts of employment. Whether you’re starting a new job, facing changes, or need clarity on restrictive clauses, we ensure your contract is fair, compliant, and protects your rights.

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Contracts of Employment Expertise You Can Trust

We’re recognised as one of the most accredited firms in the Midlands, holding Lexcel and ISO 9001 accreditations. Our employment lawyers support employees across a wide range of industries, providing practical advice on contracts, terms and conditions, and protecting your future career opportunities.

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When Should You Get Your Contract Reviewed

You may benefit from legal advice on your employment contract in the following situations:

  • Job Offers – ensuring new terms and conditions are lawful and fair.
  • Promotions or Role Changes – reviewing updated terms that accompany a new role.
  • Renewals or Extensions – checking for changes and confirming they protect your rights.
  • Restrictive Covenants – assessing enforceability of non-compete or non-solicitation clauses.
  • Contract Changes – reviewing employer proposals for fairness and legality.
  • Termination or Dismissal – checking notice periods, obligations, and entitlements.
  • Redundancy – confirming redundancy pay, notice, and entitlements.
  • Maternity or Parental Leave – ensuring pay and return-to-work arrangements are clear.
  • Disciplinary Action – making sure procedures align with your contract and legal rights.
  • Settlement Agreements – verifying terms are fair and adequately compensate you.
  • Employment Tribunal Claims – assessing how your contract impacts your claim.
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Key Features of an Employment Contract

When reviewing or signing a contract of employment, it’s important to check that it covers the essentials and protects your rights. Key points to look for include:

  • Clear terms on pay, hours, benefits, and notice periods
  • Compliance with statutory minimum rights (holiday, sick pay, parental leave)
  • Defined bonus, commission, or overtime arrangements
  • Reasonable and enforceable restrictive covenants (e.g. non-compete clauses)
  • Fair provisions on redundancy, termination, and resignation
  • Clear disciplinary and grievance procedures
  • Any agreed flexible or remote working arrangements set out in writing

Speak to our Employment Team

If you need advice about your rights at work or support with a dispute, we are ready to help.

Contact

Sara Marshall

Associate Partner

Georgia Harris

Solicitor

Charlotte Dixon

Trainee Solicitor

Employment

Why Choose Franklins Solicitors for
Dismissal Claims?

Detailed Contract Reviews

Highlighting risks, restrictions, and entitlements.

Clear, Practical Advice

Helping you understand your rights and obligations.

Protection for the Future

Ensuring your career and opportunities are not unfairly restricted.

Employee-Focused Support

Advice tailored to your role, industry, and circumstances.

Trusted Reputation

Accredited by Lexcel and ISO 9001 for excellence in legal services.

Employment

Employment Contracts FAQs

What happens if an employee breaches their restrictive covenants?2025-08-22T10:50:04+01:00

You may be able to take legal action, including injunctions to stop the breach, claims for damages, or negotiated settlements. Acting quickly is essential to protect your business interests.

What is “fire and rehire” and is it legal?2025-08-22T10:49:45+01:00

“Fire and rehire” is where an employer ends the current contract and offers re-employment on new terms. While legal, it is high-risk and can result in unfair dismissal claims if not handled properly.

Can I change an employee’s contract without their consent?2025-08-22T10:49:27+01:00

Generally no. Changes must be agreed with the employee or negotiated collectively. Unilateral changes can lead to breach of contract or constructive dismissal claims.

What should be included in an employment contract?2025-08-22T10:48:27+01:00

Employment contracts should set out key terms such as job title, duties, pay, hours, holiday entitlement, notice periods, and any post-termination restrictions. Clear drafting reduces the risk of disputes later.

Are restrictive covenants enforceable?2025-08-22T10:48:48+01:00

Yes, but only if they are reasonable and protect a legitimate business interest, such as client relationships or confidential information. Overly broad restrictions are likely to be struck out by a court.

How long can a non-compete clause last?2025-08-22T10:49:07+01:00

Typically between 3–12 months depending on the role and sector. Longer restrictions may be unenforceable unless clearly justified for senior or specialist positions.

Experienced Solicitors Providing Expert Legal Advice

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