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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.


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Should special provision be made in the contract if an employee may be transferred within a group?

What are the main points to look out for when producing a job description?

How should the wage terms be set down in a contract of employment?


What payment details should be included in a contract of employment?

The contract of employment or the written statement of particulars of employment should set out the scale or rate of pay, the intervals at which an employee should be paid and, if applicable, details of overtime payments. On overtime the contract should include: whether overtime working is compulsory or voluntary, whether additional payment is to be made for any overtime worked, the rate at which any overtime will be paid and whether or not overtime can be compensated with time off in lieu.

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How should an employer specify the details of an employee's remuneration?

Does the Equality Act 2010 outlaw pay secrecy clauses?

Should any benefits available to an employee be listed in the contract of employment?

How should an agreement on hours be made?

What different types of holiday need to be accounted for in the written statement?

How much mobility can be built into a contract?

Can employees work elsewhere during their annual leave?

What are the potential problem areas of offering benefits to employees in the event of sickness absence?

How can the employer prevent the employee misusing confidential information?

What notice period should be given in a contract?

What is a restrictive covenant?

Will the courts always enforce restrictive covenants?

Can an employer prevent an employee who is leaving the organisation from setting up a business in competition or working for a competitor?

What are the pros and cons of making a disciplinary procedure contractual?

Should an employer seek to amend the contracts of its employees if these provide for a compulsory retirement age that the employer will no longer be enforcing?

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