How we can help with employment contracts
Our employment contract solicitors in London and across the South East regularly advise clients on:
- Drafting employment contracts – preparing clear, compliant contracts tailored to your business, role structure and risk profile.
- Reviewing employment contracts – advising employees and senior executives on the implications of proposed terms before signing.
- Key contractual terms – ensuring contracts include essential provisions such as pay, hours, duties and notice periods, as required by UK law.
- Restrictive covenants – advising on non-compete, non-solicitation and confidentiality clauses to protect business interests, while ensuring enforceability.
- Bonus, commission and benefits clauses – drafting and reviewing incentive arrangements and discretionary benefits.
- Contract variations and updates – assisting employers in updating contracts to reflect changes in roles, responsibilities or legislation.
- Dispute prevention and resolution – identifying potential risks in contracts and advising on how to avoid disputes or resolve them if they arise.
With offices throughout London and the South East, our employment lawyers provide practical, commercially focused advice to help you manage employment relationships with confidence.
What our clients have said about us?
Why choose Parfitt Cresswell for employment contract support?
We offer a complimentary initial consultation
It’s a great way to understand your options, get to know us better and make a more informed decision on whether we are the firm for you.
Our fees are straightforward, transparent and honest
After your initial consultation, you will know what your costs are likely to be. Depending on your needs, it may be possible to provide a fixed fee and in circumstances where it is not, a clear estimate will be provided which will be kept under close review.
We are honest, genuine people with an assertive and confident edge
We know how to assertively achieve results and to promote a positive resolution. We do the right thing by you. Not just for today, but for the future too.
We are proud of our rankings and feedback
Our clients often describe our service as “professional,” “friendly,” “a pleasure to deal with,” “first-class,” and “would use again.” But don’t just take our word for it; read their reviews on the independent site, ReviewSolicitors, here.
We are fully authorised and regulated by the SRA
This means we adhere to the highest professional and ethical standards set by the Solicitors Regulation Authority. You can be confident that your matter is being handled with integrity, care and full accountability.
We make law accessible
We believe that transparency and understanding are key to a good working relationship. We will endeavour to keep you informed of the latest legal updates and policy changes, in clear terms and without the jargon.
Frequently Asked Questions
We know employment contracts can be complex, particularly where legal requirements and business needs must be balanced. Here are some of the questions our employment contract solicitors in London and the South East are most often asked.
What is an employment contract?
An employment contract is a legally binding agreement between an employer and an employee that sets out the terms and conditions of employment, including rights, responsibilities, and expectations on both sides.
It forms the foundation of the working relationship, and helps prevent misunderstandings or disputes.
Does an employment contract have to be in writing?
An employment contract can technically be verbal, but UK law requires employers to provide a written statement of key employment terms on or before the first day of employment.
In practice, most employers provide a full written contract to ensure clarity and legal compliance.
What must be included in an employment contract?
Employment contracts must include key information, including:
- Names of the employer and employee;
- Job title and duties;
- Start date;
- Salary and payment details;
- Working hours and location;
- Holiday entitlement;
- Notice periods.
These core elements are required to ensure compliance with employment law.
What additional clauses can be included?
Employers often include additional clauses to protect their business, such as:
- Confidentiality obligations;
- Intellectual property rights;
- Restrictive covenants (e.g. non-compete clauses);
- Bonus or commission arrangements.
These clauses must be carefully drafted to ensure they are reasonable and enforceable.
Can an employment contract be changed?
Yes, but changes to an employment contract usually require the agreement of both employer and employee.
Employers should consult with employees before making changes, and confirm any variations in writing to avoid disputes.
What are restrictive covenants?
Restrictive covenants are clauses that limit what an employee can do after leaving a business, such as working for a competitor or contacting clients.
To be enforceable, these clauses must be reasonable in scope, duration and geography, and designed to protect legitimate business interests.
What happens if there is no employment contract?
If no written contract is provided, the employment relationship still exists, but the lack of clarity can lead to disputes.
In some cases, an employee may be entitled to compensation if an employer fails to provide the required written statement of terms.
How can a solicitor help with employment contracts?
A solicitor can ensure your contract is legally compliant, clearly drafted, and tailored to your circumstances.
They can also identify risks, advise on enforceability of clauses, and help resolve disputes arising from unclear or poorly-drafted agreements.
