Employment

Employment Contracts

Employment Contracts

At Franklins Solicitors, we help employers draft, review, vary, and enforce employment contracts with clarity and confidence.

At Franklins Solicitors, we help employers draft, review, vary, and enforce employment contracts with clarity and confidence.

Law for life

Legal Advice for Employers

Employment contracts form the foundation of the relationship between employer and employee. They set out key rights, obligations, and protections — but they also need to adapt to changing business needs. Whether you are putting contracts in place for new hires, updating terms and conditions, or seeking to enforce post-employment restrictions, expert legal advice is essential to avoid disputes and protect your organisation.

law for life

Protecting Your Business After Employment Ends

Restrictive covenants are clauses that protect your business when an employee leaves, preventing unfair competition and safeguarding confidential information. They must be carefully drafted to be enforceable in law.

Types of Restrictive Covenants include:

  • Non-Compete Clauses

  • Non-Solicitation Clauses

  • Non-Dealing Clauses

  • Non-Poaching Clauses

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Changing Terms and Conditions of Employment

When Business Needs Change

Employers may need to vary employment contracts for reasons such as:

  • Restructuring or Reorganisation

  • Cost-saving Measures

  • Changes to Working Hours, Location, or Benefits

  • Compliance with New Regulations

  • Shifts in Job Responsibilities

Can Employers Change Contracts Unilaterally?

No. Employees must usually agree to changes unless a contract expressly allows certain variations (e.g. mobility clauses). Even then, changes must be applied reasonably.

Speak to our Employment Team

Protect your business with proactive, commercially focused legal support. Speak to our employment law team today to resolve workplace issues quickly and confidently.

Contact

Sara Marshall

Associate Partner

eMPLOYMENT

How Franklins Solicitors Can Help

We provide employers with comprehensive support, including:

Contract Drafting & Review

Clear, compliant contracts tailored to your business and workforce.

Managing Contract Changes

Support with lawful variations and consultation to minimise disputes.

Tribunal Risk Reduction

Proactive strategies to prevent claims and protect your business.

Enforcement & Litigation

Fast, decisive action through the courts to enforce contractual rights.

Restrictive Covenant Advice

Guidance on post-termination to safeguard clients, staff, and confidential information.

Employment

Employment Contracts FAQs

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.

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.

Experienced Solicitors Providing Expert Legal Advice

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