Groundworkers
Employment Contracts for Groundworkers
Plain-English guidance on employment contracts for UK groundworkers and small business owners — what the law requires and how to handle it without making costly mistakes.
Real situations groundworkers face
- —a groundworker on a labour-only basis claiming employee status and notice pay after 18 months with one firm.
- —a groundworker disputing whether a machine-operating premium is included in the agreed day rate.
- —a groundworker claiming a phase-completion bonus that was promised verbally but never written down.
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 groundworks employer
As a groundworks 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 groundworks businesses include: a groundworker on a labour-only basis claiming employee status and notice pay after 18 months with one firm, a groundworker disputing whether a machine-operating premium is included in the agreed day rate, a groundworker claiming a phase-completion bonus that was promised verbally but never written down. Each of these requires a correct and documented process to protect your business.
This guide covers what you need to do as a groundworks employer. For the complete step-by-step process, read the full guide linked below.
More guides for groundworkers
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