What To Do If A Formal Agreement Doesn’t Exist
In employment law, formal agreements play a crucial role in establishing clear expectations and rights for both employers and employees. These agreements, like employment contracts, offer a level of protection and guidance for all parties involved. However, situations may arise where a formal agreement is absent or incomplete. In this blog, we’ll discuss what to do if a formal agreement doesn’t exist.
What Is A Formal Agreement?
A formal agreement refers to a legally binding contract that outlines the rights, obligations, and expectations between an employer and an employee. It outlines the terms and conditions of employment including an employee’s job responsibilities, compensation, benefits, working hours, and other essential provisions.
Informal Vs Formal Agreement
Formal contracts are typically used when dealing with salary amounts, confidential information, specific deadlines, or particular aspects of employment. These contracts require signatures from both the employer and the employee and may need to be reported to the relevant authorities.
Informal employment agreements can be verbal or written and tend to be simpler in nature. However, it’s important to note that enforcing informal agreements in court under UK employment law can be more difficult. They do not provide the same level of legal protection and enforceability as formal contracts.
Can The Absence of a Formal Agreement Affect Restructuring?
The absence of a formal agreement can impact restructuring by causing ambiguity, disputes, and difficulties in implementing changes smoothly. Without a clear document outlining terms and conditions, employees may face uncertainties regarding their rights and entitlements during the process. It’s therefore important for both employers and employees to be aware of these implications and seek appropriate advice.
Requesting a Formal Agreement From Your Employer
In some cases, employees may find themselves working without a formal agreement in place. this can happen for many reasons like informal hiring practices, verbal agreements, or outdated contracts. While the absence of a written agreement can complicate things, it doesn’t mean the employment relationship lacks legal protection. Here’s what you should do.
Clarify The Terms and Conditions
When in a situation where a formal agreement is missing, it is essential to establish clarity regarding the terms and conditions of employment. Start by gathering any evidence or documentation that reflects the agreed upon terms like emails, payslips, or any written communication to use as evidence in disputes.
Engage in Communication
Communication is key when it comes to addressing the absence of a formal agreement. Start a conversation with your employer to express your concerns and seek a resolution. Clearly and politely communicate your understanding of the terms and conditions agreed upon and discuss the possibility of formalising the agreement.
Even in the absence of a formal agreement, employees still have certain legal rights and protections. Employment laws like minimum wage requirements, working hours, and anti-discrimination legislation apply regardless of the existence of a written agreement. Familiarise yourself with employment laws and consult with an employment lawyer if necessary.
Throughout the process of addressing the lack of a formal agreement, it’s important to document all communications, agreements, and relevant evidence you may need. Keep a record of all emails and any additional supporting documents. If legal action becomes necessary in the future, these records can help establish a timeline of events and support your case.
What to Do If an Employer Refuses a Formal Agreement
Encountering a situation where an employer refuses to enter into a formal agreement can be challenging and frustrating. However, employees have certain rights and options to consider. Here are some steps to take if an employer refuses to provide a formal agreement:
Initiate an open and honest conversation with your employer to express your concerns and the reasons why you believe a formal agreement is necessary. Clearly communicate the benefits of having a written contract, such as clarity of terms, protection of rights, and a foundation for resolving potential disputes.
Seek Legal Advice
Consult with an employment law specialist to understand your rights and the legal options available to you. They can provide guidance on the specific circumstances and advise you on the best course of action based on the details of your situation.
Consider Alternative Dispute Resolution
If your employer continues to refuse a formal agreement, explore alternative dispute resolution methods, such as mediation. These processes involve a neutral third party who can help facilitate negotiations or make binding decisions to resolve the disagreement.
Evaluate Employment Options
Assess the overall employment situation and consider whether it is in your best interest to continue working without a formal agreement. You may choose to explore other job opportunities where a formal agreement is provided or negotiate with your current employer for improved terms and conditions.
Still need help?
If you still require some advice or guidance then simply get in touch with us today and a member of the 365 Employment LAw team will be on hand to help you.Back to News