Employment Contract Details
Contracts should be in writing and in English.
No mandatory requirement concerning probation periods. The maximum probation period is 6 months.
Minimum Wage Requirements
In the UK, the minimum wage depends on the employee's age:
- Age 18-20: £6.15 an hour
- Age 21-24: £7.70 an hour
- Age 25 and Over: £8.21 an hour
Maximum working hours and overtime
The maximum hours allowed per week are 48.
Bonus and expense payments
Employers providing bonus payments to their employees have certain tax, National Insurance and reporting obligations.
- Maternity leave: employees are entitled to statutory maternity leave for 52 weeks. It’s made up of: Ordinary Maternity Leave (first 26 weeks) and additional Maternity Leave (last 26 weeks). Employees can decide when to take leave, but it's mandatory to take 2 weeks after the baby is born. The National Insurance will be responsible for the payment. The employee will receive 90% of the average weekly earnings (before tax) for the first 6 weeks and £151.97 or 90% of the average weekly earnings (whichever is lower) for the next 33 weeks.
- Paternity leave: employees are entitled to 2 weeks of paid leave, this leave must be taken within the first 56 days since the child is born and cannot be splitted. To be eligible for paternity payment the employee must have worked for the same company for at least 26 weeks.
Employees are entitled to statutory sick pay (SSP) as long as they earn more than the lower earnings level. SSP is not however payable for the first 3 qualifying days of absence (a qualifying day is a day on which you are normally expected to work under your contract of employment).
There is a limit of 28 weeks‘ SSP in any one period of sickness or linked periods (periods of sickness are said to be linked if the second period starts within 8 weeks of the end of the first period). SSP is paid in the same way as ordinary pay and is liable to tax and National Insurance contributions.
Payments of sick pay may be terminated, suspended or reduced if an employee fails to notify the Company of relevant facts, or if their absence or continued absence is due to their taking an unwarranted risk (in or out of work), conducting themselves in a way that prejudices their recovery.