Painters and Decorators
Employment Contracts for Painters and Decorators
Plain-English guidance on employment contracts for UK painters and decorators and small business owners — what the law requires and how to handle it without making costly mistakes.
Real situations painters and decorators face
- —a day-rate decorator claiming employee status and holiday pay after two years without a written statement.
- —a painter disputing whether surface preparation is included in the agreed scope and rate of work.
- —a decorator claiming a site-completion bonus that was agreed verbally but never put in writing.
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 painting and decorating employer
As a painting and decorating 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 painting and decorating businesses include: a day-rate decorator claiming employee status and holiday pay after two years without a written statement, a painter disputing whether surface preparation is included in the agreed scope and rate of work, a decorator claiming a site-completion bonus that was agreed verbally but never put in writing. Each of these requires a correct and documented process to protect your business.
This guide covers what you need to do as a painting and decorating employer. For the complete step-by-step process, read the full guide linked below.
More guides for painters and decorators
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