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
Updated to reflect that the Supreme Court heard the appeal in Williams v Trustees of Swansea University Pension and Assurance Scheme and another on 16 October 2018.
Almost half of people on zero-hours contracts want to work more hours and in a more regular shift pattern, but almost the same proportion are satisfied with the hours they work.
In Agarwal v Cardiff University and another; Tyne and Wear Passenger Transport Executive t/a Nexus v Anderson and others, the Court of Appeal held that employment tribunals have jurisdiction to construe contractual terms in the context of a claim for unlawful deductions from wages.
Updated to include information on Patel v Folkestone Nursing Home Ltd, in which the Court of Appeal considered the implications of the employer's failure to address a serious allegation in its appeal letter.
The Law Commission has confirmed that electronic signatures can be used to sign formal legal documents, such as employment contracts, in a bid to remove some of the confusion about their validity.
More than 800 employees who left Transport for London (TfL) in 2017-18 signed non-disclosure agreements, it has emerged, sparking sharp criticism in the London Assembly.
The headlines are being dominated by "gig economy" employment status cases, but there are plenty of other important employment law cases coming up. We discuss the potential implications for employers of forthcoming rulings on whistleblowing, data protection, restrictive covenants, covert CCTV and violence at work-related social events.
Updated to include information on Roddis v Sheffield Hallam University, concerning the comparator for a claim under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, by a lecturer on a zero-hours contract.
In Roddis v Sheffield Hallam University, the Employment Appeal Tribunal (EAT) held that a lecturer employed under a zero hours contract was employed under the same type of contract as a permanent full-time lecturer for the purposes of his claim of less favourable treatment under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (SI 2000/1551).
Two-thirds of employers back the introduction of a right for agency workers and zero-hours contract workers to request a stable contract.
HR and legal information and guidance relating to contracts of employment.