Employment Contracts and Procedures
Ashton KCJ Online provides all the employment forms and documents you need to deal with:
The documents you can buy online are (all prices are inclusive of VAT):
Employment procedures
Agreement to opt out of the Working Time Directive - Price : £9.00
Employers should use this document to draft an agreement for their employees to formally opt out of the 48-hour working week under the Working Time Regulations 1998 (as amended). Read MoreThis document cannot be used for workers who can chose freely how long they work (e.g. managing executives of a company), domestic servants in private households, workers in the armed forces, police and emergency services, trainee doctors and mobile workers in the transport industry (road, rail, air or sea). Hide
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Employee handbook - Price : £199.00
Use this 'Employee handbook' to set out all the non-contractual issues relating to employment, including key administrative procedures. Read MoreBy doing so, and by complying with the policies and procedures set out within it, you will minimise the risk of potential employee lawsuits, such as discrimination, harassment and unfair dismissal and reduce the risk of having to appear before an Employment Tribunal, which can cost thousands of pounds. In addition to all the subjects which must be included in the handbook, such as maternity leave and grievance procedure, etc., there are also optional clauses which you may choose to include. These include clauses relating to company cars, dress code, alcohol and drug testing, bonus schemes and stress at work, amongst others. We recommend that this document should be regularly reviewed and updated to ensure that it complies with future amendments to employment legislation. Hide
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Licence for an employee to occupy residential accommodation - Price : £99.00
This is a licence for an employee to occupy property owned by their employer on the basis that it is necessary for the employee to live in the property for the better performance of their duties. Read MoreIf this basis cannot be established then the employee will have a tenancy agreement and not a licence. If an employer has a lease for the property (usually associated with ownership of flats) or is renting the property from a third party, then it should check whether it requires permission from the landlord before granting this licence. Please note that this document is not suitable for use in Scotland. Hide
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Employment contracts
Consultancy agreement - Price : £149.00
When a company engages the services of a consultant – whether a private individual or limited company – this document should be used to draw up the terms of the consultancy. Read MoreWhilst it includes clauses covering remuneration, obligations and notice, it does not constitute a contract of employment. However, failure of either party to honour the terms of the agreement could lead to claims of breach of contract or negligence. The agreement also deals with the issue of copyright. Note that this document is not suitable for consultants working in the health and care industry or who would have contact with children or vulnerable adults. Hide
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Employment agreement - Price : £199.00
Employers should use this employment agreement when taking on new members of staff. Read MoreThis agreement must be given to the employee within two months of starting. Failure to provide employees with a written statement of employment within two months is unlawful and could result in costly appearances before an employment tribunal. This agreement covers issues such as sick pay and incapacity, holiday entitlements, lay-offs, pension schemes, references, medical reports, company cars, restrictive covenants, disciplinary procedures, confidentiality, share option schemes, home working, teleworking and part-time working, among others. This agreement should be used in conjunction with an employee handbook containing more detailed HR and employment policies. Hide
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Employment statement (the statutory minimum requirement) - Price : £99.00
This document prepares a set of standard terms and conditions of employment. Read MoreIt is designed for use by employers who wish to have a very simple employment contract in place. By law, all employees must receive written particulars of the terms of their employment within two calendar months. It is recommended that you use this employment statement in combination with an employee handbook. Hide
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Executive director's service agreement - Price : £199.00
This document is designed for use by a limited company to set out a basis upon which a executive might be employed as a member of the company's board of directors. Read MoreIt covers pay, bonuses, share options, pensions, holidays, working hours, sickness, job descriptions, working time directive, restrictions on competition, location of working and ancilliary matters. Hide
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Fixed-term employment agreement - Price : £149.00
Employers should use this fixed-term employment contract when they wish to take on an employee for a period which ends when either a specified date is reached, when a specified event has occurred or when a specified task has been completed. Read MoreThe agreement must be provided to the employee within two months of their start date. The agreement deals with the job description and other related matters such as holiday entitlement, salary, sickness, inventions, disciplinary procedures and confidentiality. Hide
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Statement of changes in terms of employment - Price : £99.00
This document will create a written statement confirming the changes made to an employment contract or statement of particulars. Read MoreThere are certain changes which, by law, must be confirmed in writing and others where it is not required; however, it is considered to be best practice to do so to protect the interests of both the employer and employee. The employee is required to sign this statement, confirming their consent to the change to help protect the employer against a potential lawsuit. Hide
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Work experience agreement - Price : £29.00
Work experience involves a placement in which a person carries out a range of tasks and duties, more or less as would an employee; however the emphasis is on the learning aspects of the experience and the person is not paid. Read MoreWork experience is often undertaken in the summer before starting university, during university holidays or as part of a gap year. Please note: Due to additional regulatory requirements, this document is not suitable for use for students who are still at school, or who are under the mandatory school leaving age (16). Hide
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Hiring staff
Job offer letter - Price : £29.00
Use this document to create a suitable offer letter when making a job offer to a prospective employee. Read MoreThis offer letter should be a summary of the key parts of the full employment documents, i.e. an employment agreement or employment statement, which must be provided to an employee within two months of starting. The letter also requests the prospective employee to provide the correct documentation to prove their right to work in the UK prior to commencing their employment - to help protect you from liability. Hide
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Discipline and dismissal
Employee disciplinary appeal hearing letter - Price : £29.00
This document creates a letter to an employee asking him or her to attend a formal disciplinary appeal meeting after the employee has appealed a decision taken at a disciplinary meeting to take disciplinary action against him or her. Read MoreIt is designed for general use. The employee is invited to attend the appeal meeting to reconsider or review the allegations made against the employee and/or the disciplinary action taken. Hide
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Employee disciplinary meeting letter - Price : £29.00
Use this document to create a letter to an employee asking them to attend a formal disciplinary meeting. Read MoreThe letter is designed for general use. At the meeting the employee will be able to explain his or her conduct. After the meeting you should formally notify the employee of the decision that was made. Hide
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Employee disciplinary meeting outcome letter - Price : £29.00
Use this document to create a letter to notify your employee of the outcome of a disciplinary meeting. Read MoreThe decision can be that no disciplinary action be taken, or that an oral warning be given, or that a written warning or a final written warning be given. If the decision of the disciplinary meeting was to dismiss the employee following repeated disciplinary action, then you should use the Rapidocs document 'Employee dismissal letter following previous disciplinary action' rather than this document. If the decision is to summarily dismiss the employee on account of their gross misconduct, you should use the Rapidocs document 'Employee dismissal letter for gross misconduct'. Hide
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Employee dismissal letter after previous disciplinary action and an appeal hearing - Price : £29.00
Use this letter to dismiss an employee after he/she has appealed a decision to dismiss made at a disciplinary meeting, but the decision following the appeal hearing is still to dismiss. Read MoreIf the decision after the appeal hearing is not to dismiss, use our document 'Employee formal appeal hearing letter' instead of this one. If the decision following this meeting is to summarily dismiss on account of their gross misconduct, you will have to use our document 'Employee dismissal letter for gross misconduct after an appeal hearing'. Please note that in order to use this letter, the employee must have been the subject of repeated disciplinary action due to their poor performance and/or professional misconduct and must have been dismissed using a valid disciplinary and dismissal procedure. Hide
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Employee dismissal letter following previous disciplinary action - Price : £29.00
Use this document to create a dismissal letter to an employee following previous disciplinary action and a final disciplinary meeting. Read MoreThis letter is the final step in the disciplinary process where the employee has previously been given at least two written warnings and has had previous meetings to discuss the matter and to give excuses and reasons. If, on the other hand, you are summarily dismissing on account of gross misconduct, you should use the 'Employee dismissal letter for gross misconduct' document instead of this one. Hide
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Employee dismissal letter for gross misconduct - Price : £29.00
In cases where an employer needs to immediately dismiss an employee on account of gross misconduct, this letter should be used. Read MoreGross misconduct might include such actions as physical violence, extremely serious insubordination, serious incapacity through an excess of alcohol or drugs. This letter must be used in accordance with a valid disciplinary and dismissal procedure. Hide
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Employee dismissal letter for gross misconduct after an appeal hearing - Price : £29.00
This letter should be used when an employee has appealed a decision to dismiss on account of gross misconduct and the decision of the meeting is still to dismiss. Read MoreAt this appeal hearing the employee should have been given the opportunity to explain his/her conduct and why the disciplinary action taken should not have been implemented. Please note that if the employee has been successful in appealing against a dismissal, you should use our 'Employee formal appeal hearing letter' instead of this letter to formally notify the employee of the result of the appeal hearing. If the decision following this meeting is to dismiss but not on account of gross misconduct, you will have to use our document 'Employee dismissal letter after previous disciplinary action and an appeal hearing', rather than this one. Hide
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Employee formal appeal hearing outcome letter - Price : £29.00
Use this document to send a letter to your employee following a formal appeal hearing. Read MoreThe letter will inform them of the outcome of the meeting, which can include that no disciplinary action be taken, that your employee receive an oral warning, a written warning or a final written warning. If the decision following this meeting is to dismiss, you will have to use the 'Employee dismissal letter after previous disciplinary action and an appeal hearing' document, rather than this one. If the decision following this meeting is to summarily dismiss on account of their gross misconduct, you will have to use the 'Employee dismissal letter for gross misconduct after an appeal hearing' document. Hide
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Employee suspension letter pending investigation of allegations - Price : £29.00
Use this letter to formally suspend an employee while you conduct an investigation into allegations made against him or her. Read MoreIt is designed to temporarily remove an employee from his or her post when that employee's continued presence in the workplace may involve risk, danger or embarrassment or may be prejudicial to good discipline. Note that suspension is not a punishment and, as such, there should be no loss of normal pay or pension entitlement. Hide
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Sickness and absence
Absence request form - Price : £29.00
This document produces a form which is suitable for use in recording any employee's request for absence from work. Read MoreThe form is self-explanatory. Within reason an employer can establish its own procedures for notifying absences and in verifying whether the reasons given are genuine. Hide
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Letter to an employee seeking consent to a medical examination - Price : £29.00
This letter seeks to obtain an employee's consent and agreement to a medical examination as well as consent for the employee's GP to provide a copy of his/her medical report to assist in the examination. Read MoreIt is to be used where an employee has shown symptoms of some form of illness, condition or injury which is causing the employer concern and where there is no provision in the contract of employment for a medical examination. It is worth noting that an employee has the right to refuse consent and cannot be dismissed, or threatened with dismissal, as a result of such a refusal. Hide
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Sickness self-certification form - Price : £29.00
This document creates a sickness self-certification form. Read MoreMany employers now use their own self-certification system for short term sickness absences. As doctors no longer issue certificates (unless paid for) for absences shorter than 8 days, a company self-certification system can be an effective method of controlling sickness absence. It also assists in the maintenance of accurate sickness records which all employers are required to keep for Statutory Sick Pay purposes. Hide
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