Editor's message: The contract of employment forms the backbone of the employment relationship. There is no obligation on employers to put contracts in writing (although certain key employment terms must be set out in a written statement of employment particulars). However, oral or ambiguous terms have the potential to lead to disputes - so it is advisable to make sure your terms are clearly set out in writing, so that everyone understands what has been agreed.
While express contractual terms are those agreed between the organisation and the employee - or incorporated from, for example, a collective agreement or a staff handbook - terms may also be implied into the contract. Often this will be by custom or practice, or the parties' conduct, or because of what a court or tribunal deems must have been intended when the two parties entered into the contract.
One of the most important implied terms is the implied duty of mutual trust and confidence - employees claiming that they have been constructively dismissed often cite a breach of this implied term.
Clio Springer, senior employment law editor
A bill seeking to ban zero-hours contacts and bolster workers' rights is to come before parliament for a second reading next week.
Two fifths of women and a fifth of men in the UK say they have experienced unwanted sexual behaviour at work, an in-depth poll for the BBC has found.
The Employment Appeal Tribunal (EAT) has held that the employer acted in breach of the implied term to maintain trust and confidence by giving a misleading reason for the employee's dismissal.
Updated to include new rates of the national minimum wage, effective from 1 April 2018.
A model contract clause setting out an executive director's specific duties and responsibilities, including compliance with the company's articles of association, and statutory, fiduciary and common law duties, as well as avoiding conflicts of interest.
Updated to include information on Tillman v Egon Zehnder Ltd, in which the Court of Appeal considered the enforceability of a post-termination restraint clause.
Updated to include information on Scottish legislation, which, when enacted, will affect the law in Scotland on formation of the contract and third-party rights.
Major companies should be jointly liable for non-compliance with employment regulation uncovered in their supply chains, Matthew Taylor - lead author of this summer's Taylor review - urged yesterday while giving evidence to a joint hearing of two House of Commons select committees.
Employers often use interim or "springboard" injunctions to protect confidential information after employees decide to leave. But they are not always straightforward, as two recent cases illustrate. Michael Bronstein, a partner at Dentons, and Olivia Iasonos, a trainee at Dentons, explain.
HR and legal information and guidance relating to contracts of employment.