Employment contracts - Pinney Talfourd Solicitors

Understanding your employment agreements

An employment contract is the foundation of the legal relationship between you and your employer. It outlines your rights, duties, and the terms that govern your working life.

An employment contract sets out the key terms between an employee (or worker) and their employer, summarising important details such as pay, working hours, and notice periods. Under the law, anyone legally classified as an employee or worker has the right to a written statement of employment particulars that captures these main terms. This also applies equally to agency workers.

Our experienced employment team regularly advises on employment status – whether you’re classified as an employee, worker, or self-employed – a critical distinction that affects your legal protections and entitlements. If your employer hasn’t provided a written statement when required, you have a right to take legal action.

We also support clients with issues around variations to employment terms, whether changes are proposed or need reviewing. This includes comprehensive guidance on lawful contract alterations and clarifying your rights. At the end of an employment relationship, we advise on contract termination to ensure it is handled appropriately and fairly.

Our team’s expertise extends to specialist areas like non-disclosure agreements, and we review and advise on the enforceability and reasonableness of restrictive covenants and confidentiality clauses.

We understand that employment contracts or director service agreements can often feel complex or daunting. That’s why we’re here to give you clear, tailored advice so you always know where you stand. You can reach out to speak directly with one of our specialist employment solicitors at any time, no obligation. We are proud to be recognised in Legal 500 for our thorough, strategic approach and client care.

Clear terms, clear rights

We simplify complex legal language so you clearly understand your contract and rights.

Tailored contract reviews

Every contract is unique; we focus on your individual needs and goals.

Expertise in employment status

We help clarify your status and the implications for your rights.

Proactive variation advice

Stay in control with guidance on any contract changes.

Fair termination support

We ensure endings are lawful and protect your interests.

Non-disclosure, restrictive covenants and confidentiality

We assess and explain these key protective clauses.

Agency worker protections

You have the same rights to clear terms – we make sure they’re honoured.

Trusted legal advice

Recognised by Legal 500, our team stands with you through every stage.

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Protecting your interests beyond the employment contract terms

We also assist with reviewing non-disclosure agreements (NDAs) to protect sensitive information, ensuring they are fair and enforceable. If your employment contract contains restrictive covenants, such as non-compete clauses, non-solicitation clauses, or non-dealing clauses we carefully consider their scope, reasonableness and, crucially, their enforceability, so you understand both your obligations and freedoms.

Our advice ensures these clauses serve legitimate business needs without unfairly limiting your future opportunities. This thorough approach safeguards your interests long after you start or leave employment.

At Pinney Talfourd, we don’t just provide legal services – we become your trusted partner through every chapter. Whether you’re starting a new job, facing changes in your contract, or considering termination, you can count on our expertise, empathy, and commitment to your peace of mind.

Employment contract FAQs

We understand you might be looking for answers, so we’ve compiled a list of frequently asked questions to help get you started.

How can I check if I am an employee, worker, or self-employed?

Classification depends on your working arrangements and contract. We can review your situation to clarify your status and what it means legally.

What happens if my employer wants to change my contract?

An employer generally needs your agreement and must consult with you to change your employment contract; they cannot unilaterally impose significant alterations to your terms and conditions. If your employer proposes or imposes changes without your consent, you have rights including refusing the change, working under protest, raising a grievance, or potentially pursuing legal claims such as breach of contract or constructive dismissal.

Are non-disclosure agreements always necessary?

NDAs protect sensitive business information and may be appropriate depending on your role. We advise on whether an NDA is suitable and how it may affect you.

How can I challenge unfair contract termination?

If your contract is ended without reasonable cause or without following proper procedure, you may have grounds to take legal action. We provide clear advice on your options and next steps.

What is the minimum notice an employer or employee must give?

Statutory minimum notice for employees is: at least one week if employed between one month and two years; one week’s notice for each complete year of service after that, up to a maximum of 12 weeks. Contracts can provide for longer notice but not less than the statutory minimum. The notice provisions (both ways) must be set out in writing.

What happens if there is a dispute about what the contract says?

An Employment Tribunal or court will look at the written documents, what was said orally, how the parties actually behaved in practice (“custom and practice”), and any applicable collective agreements. If an employer makes unilateral detrimental changes or seriously breaches key terms, an employee may claim constructive dismissal or breach of contract, depending on the circumstances.