Builders
Employment Contracts for Builders
Plain-English guidance on employment contracts for UK builders and small business owners — what the law requires and how to handle it without making costly mistakes.
Real situations builders face
- —a site labourer disputing whether they are an employee or self-employed after working exclusively for one firm.
- —a bricklayer claiming overtime pay at enhanced rates after a verbal agreement not reflected in their written contract.
- —a worker starting on site without a written statement, then disputing their notice entitlement three months later.
These are exactly the kinds of situations where getting the employment contracts process wrong can lead to an employment tribunal claim.
What you need to know as a building employer
As a building employer, handling employment contracts correctly is essential to avoid employment tribunal claims. UK employment law applies to all employers regardless of business size, and the consequences of getting the process wrong can be costly.
The situations that most commonly arise for building businesses include: a site labourer disputing whether they are an employee or self-employed after working exclusively for one firm, a bricklayer claiming overtime pay at enhanced rates after a verbal agreement not reflected in their written contract, a worker starting on site without a written statement, then disputing their notice entitlement three months later. Each of these requires a correct and documented process to protect your business.
This guide covers what you need to do as a building employer. For the complete step-by-step process, read the full guide linked below.
More guides for builders
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