Every employee and worker in England must receive a written statement of the main terms of their employment on or before their first day. This is a statutory right, not a formality, and it is the document a tribunal will ask for first if the relationship later breaks down.
Most employers combine the statutory statement and the contract into a single document. That is sensible — it saves issuing two, and it means there is one authoritative record of what was agreed.
Non-compete and non-solicitation clauses are enforceable in England, but only where they protect a legitimate business interest and go no further than necessary. A twelve-month blanket ban on working anywhere in the sector will usually fail. A six-month restriction on approaching named clients the employee personally dealt with has a far better chance.
An unenforceable covenant is worse than none: it gives false comfort, and it is only ever tested at the moment you actually need it.
A contract built around how your business actually operates, compliant from the first day.
Existing contracts checked against current statutory requirements, with a written note of what needs changing.
Promotions, pay rises and changed duties recorded properly rather than left to memory.
London, United Kingdom
