{"id":207,"date":"2021-02-09T03:27:23","date_gmt":"2021-02-09T08:27:23","guid":{"rendered":"http:\/\/www.londonukjobs.com\/articles\/?p=207"},"modified":"2021-03-03T21:44:35","modified_gmt":"2021-03-04T02:44:35","slug":"obligations-employer-owe-employees","status":"publish","type":"post","link":"https:\/\/londonukjobs.com\/articles\/obligations-employer-owe-employees\/","title":{"rendered":"What obligations does an employer owe its employees?"},"content":{"rendered":"

An employer’s obligations to its employees may be outlined as two-fold. Firstly, matters which\u00a0are established between an employer and employee; such as written and verbal contracts, and\u00a0written agreements. Secondly, those obligations that are implied by law such as the obligation\u00a0not to withhold statutory rights, and the obligation to comply with health and safety regulations.
\nEmployers also, through common law, owe a duty of trust and confidence to the employee. An\u00a0employment lawyer will be able to give expert advice on the legal obligations of employers.<\/p>\n

Employees’ rights<\/strong><\/p>\n

Employment law<\/a> provides workers with certain basic rights; an employer can never offer less than
\nthese. However, employers are under no legal obligation to provide more advantageous benefits to
\ntheir employees. Many employers do decide to offer their staff more generous benefits in order to
\nattract ambitious staff who will enjoy being at the office.<\/p>\n

Most employers offer their employees an employment contact, although this is not a legal
\nobligation. An employment contract is legally binding however, and generally it is the case that the
\nterms of the contract cannot be changed without agreement between employer and employee. If
\nan employer breaches the contract regarding disciplinary action, for example, they may be sued for
\nwrongful dismissal.<\/p>\n

In any event, employers must give their employees a written statement of their employment, within
\ntwo months of the employee’s start date. A written statement, such as a staff handbook, may
\ncontain such employment particulars as entitlement to sick pay, grievance procedures and a job
\ndescription. A staff handbook may be regarded as non-contractual, however it is best practice for an
\nemployer to give notice and consult before any change.<\/p>\n

Employers’ legal obligations<\/strong><\/p>\n

Employers have a legal duty to care and to look after their employees’ health, safety and welfare at
\nwork. In businesses of more than five employees, employers must undertake risk-assessments of all
\nworking practices and processes, and keep a record of their findings and the actions they intend to
\ntake to deal with those risks. Employers are also legally obliged to have a health and safety policy for
\nthe workplace, and to appoint a competent person with responsibility for this.<\/p>\n

An employer must not withhold its employees their statutory employment rights, doing so would be
\na clear breach of employment law. These rights are in addition to any rights that may be stipulated
\nin the employment contract. Some statutory rights may be acquired only after a certain length of
\nemployment with an employer. For example, from the day they start work employees have the right
\nto be paid the national minimum wage and paid time off for antenatal care. In contrast, to bring a
\nclaim for unfair dismissal against an employer, employees must generally have worked continuously
\nfor two years.<\/p>\n","protected":false},"excerpt":{"rendered":"

An employer’s obligations to its employees may be outlined as two-fold. Firstly, matters which\u00a0are established between an employer and employee; such as written and verbal contracts, and\u00a0written agreements. 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