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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?

The remuneration package including any overtime pay and any bonus should be set out clearly. The wage and period payment must be included in the written particulars. The national minimum wage will automatically replace any lower wage specified in the contract. It is important to put a clause in the contract allowing for the deduction or repayment of sums that might fall due to the employer, for example an overpayment of wages, or training or relocation costs in the event that the employee leaves the company.

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

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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