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Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.
Can workplace custom or conduct override the written terms of a contract? In what types of dispute are contracts important? What comprises an offer of employment? Are conditional job offers binding? What constitutes an acceptance of an offer of employment? Are promises made during the interview legally binding? If an employer makes a job offer and the candidate accepts, can the employer change its mind and withdraw the job offer if nothing has yet been put in writing? Where an individual has accepted an employment offer can the employer withdraw it where, for example, a freeze on recruitment has subsequently been put in place? Where an individual accepts a job offer but subsequently accepts another offer from a different company will the first employer have any form of redress? Where an individual has accepted an offer of employment but has since informed the employer that he or she is no longer able to start on the agreed date, can the employer retract the offer? What form should an employment contract take? Is an employer legally obliged to put the contract of employment in writing? Why are written terms of employment important? What happens if there is no written agreement of the contractual terms? In what circumstance would an employment contract not be legally binding? At what point does a contract become fixed? What are written particulars and when should the employee receive them? If an individual whose employment comes to an end fails to return company property what action can the employer take? Are there any possible repercussions for an employer that persuades an employee who has resigned and accepted an offer with another employer to stay? How long can an employee be expected to "act up" to a more senior position before the arrangement will be regarded as a permanent promotion?