Employment Contracts.

Before signing, check the job title and duties, salary, working hours, workplace location, holiday, sick pay, notice period and pension arrangements. Other important clauses may cover probation, disciplinary procedures, confidentiality, intellectual property, bonuses, commission and restrictions on future employment.

Some wording is deliberately broad, such as a right to change duties or work location. The extent to which a clause can lawfully be used depends on the contract and surrounding circumstances. A review should focus on the provisions most likely to affect you in practice.

An employer cannot simply assume it has an unrestricted right to change agreed contractual terms. Changes may be made by agreement, through an existing valid variation clause or by other lawful mechanisms, depending on the circumstances. Even where a flexibility clause exists, its exercise may be constrained by implied duties.

If you do not agree with proposed changes, get advice before accepting, refusing or continuing to work. In some cases, a serious unauthorised change may create a potential constructive dismissal issue.

You do not have to agree to every proposed term, but refusing to sign can lead to further discussions or, in some circumstances, the employer taking steps to change the arrangement. Even without a signature, a contract can exist through work and conduct.

If you have received a new contract while already employed, compare it with your existing terms. Notice, benefits, bonuses and post-employment restrictions may have changed. We can identify the practical effects and help you approach negotiations.

A restrictive covenant is a contractual restriction intended to protect an employer’s legitimate business interests after an employee leaves. Clauses may limit competition, soliciting clients or recruiting former colleagues.

Not every restrictive covenant is enforceable. The employer generally has to show the restriction goes no further than reasonably necessary to protect a legitimate interest. Whether a clause is enforceable depends on its wording and the facts. If you are moving to a competitor or setting up a business, obtain advice before acting.

A contract may provide for a fixed salary, commission, discretionary bonus or incentive scheme. Disputes arise when payment conditions are unclear, an employer changes the rules or an employee leaves before a payment date.

The label “discretionary” does not always give an employer unlimited freedom. We can review the contractual terms, scheme documents and communications to assess whether there may be an unpaid wages or breach of contract claim, and whether a negotiated resolution is possible.

Yes, subject to the details of the proposed appointment. Senior roles may include enhanced notice arrangements, garden leave, share-based incentives, restrictive covenants and separate director obligations. These provisions can have substantial consequences on departure.

For complex tax, equity or corporate governance issues, it may be necessary to involve other specialists. The aim is to ensure you understand both your employment protections and the wider consequences of signing.

If you are working in the UK on an employer-sponsored visa, a change of job, employer, duties or remuneration may have immigration consequences alongside employment-law implications. You should not assume that accepting a revised role is sufficient for immigration compliance.

Our Skilled Worker immigration solicitors can assess the visa position alongside a contractual review where necessary.

We will ask for the proposed contract and any relevant offer letter, bonus scheme or existing agreement, then identify the clauses most relevant to your instructions. The review may involve a written explanation, advice on changes to request or assistance with negotiating particular terms.

The firm offers fixed-fee options for some individual contract reviews. The scope and any additional work, including negotiations, will be agreed before instruction. Where the issue has become contentious, a separate dispute assessment may be more appropriate.

Our internal service guide currently provides for individual employment contract reviews at £630–£1,260 plus VAT, depending on the depth of the review. Before you instruct us, we will confirm the scope of advice and the applicable fee.

If you need us to negotiate revised terms, or if the matter has become a dispute rather than a straightforward review, we will discuss that work separately.