Hiring and firing vocabulary

This is a list of business vocabulary related to hiring, firing and human resources.

fire

To terminate the employment contract of (an employee), especially for cause (such as misconduct or poor performance). Synonyms of

fire are: dismiss, make someone redundant, give the sack, give the axe, sack.

get the sack

To be dismissed from employment.Synonyms of get the sack are: get the chop, get the boot, get the elbow.

lay off

To dismiss (workers) from employment, e.g. at a time of low business volume, often with a severance (see below) package

resign

To quit (a job or position).

I am resigning in protest of the unfair treatment of our employees.

retire

To withdraw from one's occupation, business, or office; stop working.

give notice

To announce one's intent to leave a job; to inform an employer that one is leaving.

He gave notice yesterday that he'll leave in two weeks.

notice period

A period of time before which an employee, by contract or by courtesy, must inform his/her employer of his/her intention to leave the

current job.

redundancy payment

a sum of money given by an employer to an employee who has been made redundant

severance pack

A severance package is pay and benefits an employee receives when he or she leaves employment at a company.

unfair dismissal

Unfair dismissal is the term used in UK labor law to describe an employer's action when terminating an employee's employment contrary

to the requirements of the law.

constructive dismissal

also called constructive discharge, occurs when employees resign because their employer's behavior has become so intolerable or

heinous or made life so difficult that the employee has no choice but to resign

recruiter

A recruiter is someone engaging in recruitment, or the solicitation of individuals to fill jobs or positions within a corporation. recruiters

are also called headhunters

hire

To employ.

They hired a new accountant.

credentials

a letter or certificate giving evidence of the bearer's identity or competence presented to employers before being hired

Salary and pay vocabulary

This is a list of business vocabulary related to pay, salary, wage...

pay

A wage or salary earned for work

salary

A salary is a form of periodic payment from an employer to an employee, which may be specified in an employment contract.

wage

Wages differ from salaries in the sense that each job, hour or other unit is paid separately, rather than on a periodic basis .

Pension

A pension is a fixed sum paid regularly to a person, typically, given following a retirement from service.

back payment

An overdue payment from an employer to an employee for work done in earlier.

The employer payed a back payment to his employee on his wages from 3 months earlier.

pay cut

A reduction in the amount of pay an employee is given.

The pay cuts will affect only new employees.

ask for pay rise

To ask for an increase in pay.

pay rate

The amount of money received per unit time usually per hour

In some countries women's pay rate is lower than men's

net pay

This is the amount of money left over after deductions from the gross salary.

performance-related pay

This is money paid to someone relating to how well he or she works at the workplace.

basic salary

What an employer earns before other sums of money, such as payments for working extra hours, are added.

bonus

An extra sum given as a premium to an employee

The employee of the week receives a bonus for his excellent work.

cost of living allowance

A Cost of Living Allowance (COLA) adjusts salaries based on changes in a cost-of-living index. Salaries are typically adjusted annually.

disability pension

A disability pension is a form of pension given to those people who are permanently or temporarily unable to work due to a disability.

overtime pay

Overtime is the amount of time someone works beyond normal working hours. Overtime pay is the money given to someone for such

work. Employers are required to pay workers at a higher hourly rate for overtime work.

severance pay

A severance package is pay and benefits an employee receives when he or she leaves employment at a company.

Related material:

English for Specific Purposes needs.

absentee

absenteeism

absenteeism rate

accident at work - industrial

injury

applicant - candidate

application form

to apply for a job

to appoint a person

apprenticeship

aptitude test

to ask for a rise

assessment of applicants

dismissal

dismissal for cause

dismissal without notice

early retirement

employer

employment agency

employment card - working

papers

employment contract - labour

contract

employment for a trial period

employment office

employment rate

internal regulations

to interview

irregular work - discontinuous

work

job - employment

job application

job description

job evaluation

job satisfaction

job security

job sharing

junior clerk - junior employee

labor costs

assistant

back pay

bargaining power

basic salary

to be dismissed - to be fired

to be laid off

to be on probation - to be on

trial

to be on strike

to be out of work

business hours - office hours

Christmas bonus

clerical work - office work

company bargaining - company

negotiation

compensation for permanent

disability

concealed work - moonlighting

contractual situation

cost of living allowance

credentials

day shift

direct labour

disability pension

disciplinary measure -

disciplinary sanction

to dismiss - to fire

overtime pay

overtime work

part-time

part-time job

partial disability

pay

pay formula - retribution

executive cadres

executive personnel

exit permit

experienced person

family allowances

to fill a vacancy

freelance

full-time employment

full employment

full time

general strike

to go on strike

gross wages and salaries

have an accident at work

health care

higher education - advanced

education

to hold a position

holiday (GB) - vacation (US)

human relations - human

relationships

independent unions

index-linked wages

indirect labour

industrial relations (GB) - labor

relations (US)

industrial tribunal - labour court

retirement

retirement age

right to strike

to risk indemnity

role clash

salaried workers - employees

salary

labor disputes

labor force - manpower

labor market

labor mobility

labor relations - trade-union

relations

labor retraining

labor supply

learning by doing - learning

by practice

leave

letter of appointment

lock-out

management training

managing director

middle management

minimum rate of pay

motivation

night shift

occupation - employment

office hours

office manager

office staff - office personnel

on the job training

outsourcing

to train

training

training period

trial period

under contract

underemployed

unemployment

unemployment benefits

union dues - union

diagram

pay increase for merit

payroll - payroll ledger

payslip

pension

pension fund

period of notice

permanent disability

permanent job - steady job

permanent staff

personnel - staff

personnel department

personnel requirements

planner

prevention

production bonus

professional qualifications

professional training

programmer

public holiday (GB) - national

holiday (US)

purchasing manager

re-employment

redundancy payment

refresher course

relationship management

remuneration

resign (chairman) - to give notice

(employee)

resignation (chairman) - notice

(employee)

to retire

salary range - wage band

seasonal employment

seasonal workers

secondary job

to secure employment

to select candidates

senior clerk - senior employee

severance pay - dismissal pay

short-term employment

sick leave

skilled labour

skilled work

skilled workers

social costs

social insurance - national

insurance

social security

sole director

staff costs - personnel costs

to strike

striker

to take measures

to take one's holidays

temporary disability

temporary staff

the job is still vacant

top manager

total disability

trade-union (GB) - labor union

(US)

subscription

union officer - trade unionist

unjustified dismissal

unpaid leave

unskilled labour

unskilled worker

vacancy - vacant position

wage-cost spiral

wage-earning workers

wage-packet (GB) - pay

envelope (US)

wage bargaining - pay

negotiations

wage ceiling

wage claims

wage dynamics

wage freeze

wage indexation scale

wage pressures

welfare contributions

to work at home

work overtime

work sheet

worker - blue-collar worker

working day

working hour

workload

workplace

workshift

Employment

CV (abbreviation

of curriculum vitae)

application form

interview

job

career

part-time

full-time

permanent

temporary

appointment (for a

meeting)

ad or advert (abbreviation

ofadvertisement)

contract

notice period

holiday entitlement

sick pay

holiday pay

overtime

redundancy

redundant

to apply for a job

to hire

to fire

to get the sack (colloquial)

salary

wages

pension scheme / pension

plan

health insurance

company car

working conditions

qualifications

offer of employment

to accept an offer

starting date

leaving date

working hours

maternity leave

paternity leave

promotion

salary increase

training scheme

part-time education

meeting

travel expenses

bonus

staff restaurant

shift work

office

factory

switchboard

fire drill

security

reception

health and safety

director

owner

manager

boss

colleague

trainee

timekeeping

job description

department

work

training course

apprentice

rate of pay

strike

to go on strike

The Terms of Employment (Information) Acts 1994 and 2001 provide that an employer is obliged to provide an

employee with a written statement of terms of employment within the first two months of the commencement of

employment. However, this requirement does not apply to an employee who has been employed for less than a

month.

The statement of terms must include the following information:

The full name of employer and employee

The address of the employer

The place of work

The title of job or nature of work

The date the employment started

If the contract is temporary, the expected duration of the contract

If the contract of employment is for a fixed term, the details

Details of rest periods and breaks as required by law

*The rate of pay or method of calculation of pay

The pay reference period for the purposes of the National Minimum Wage Act 2000

*Pay intervals

*Hours of work

*That the employee has the right to ask the employer for a written statement of his/her average hourly rate of

pay as provided for in the National Minimum Wage Act 2000

*Details of paid leave

*Sick pay and pension (if any)

*Period of notice to be given by employer or employee

*Details of any collective agreements that may affect the employee’s terms of employment

* In the case of these items instead of giving each employee the details in writing, the employer may refer an

employee to other documents, for example, a pension scheme booklet or a collective agreement, provided that

the employee has easy access to such documents.

The statement of terms must indicate the reference period being used by the employer for the purposes of the

calculation of the employee's entitlements under the National Minimum Wage Act 2000. (Under that Act the

employer may calculate the employee's minimum wage entitlement over a reference period that is no less than

one week and no greater than one month).

There is a sample written statement of terms of employment on the website of the Workplace Relations

Customer Services.

Disciplinary and grievance procedures

The Labour Relations Commission has published the Code of Practice: Grievance and Disciplinary Procedures

(pdf) which states that employers should have written grievance and disciplinary procedures and they should

give employees copies of these at the start of their employment. Under the Unfair Dismissals Acts 1977-

2007 employers are required to give the employee in written notice of the procedures to be followed before an

employee is dismissed. This must be done within 28 days of entering the contract of employment.

Specific provisions in contracts of employment

In recent times, some employers are adding in specific provisions in contracts of employment that limit the ability

of employees to work in a certain sector, with certain suppliers, clients, for a period following termination of

employment. (For example, it may specifically state that the employee cannot work in a certain sector, with or for

suppliers or clients of the former employer, etc.). There is nothing in employment law in Ireland that strictly

forbids this, but there is no provision in employment law that allows this either.

Essentially, this is an issue of contract law - that is, the contract of employment signed and agreed between the

employer and employee. If you have any concerns about this issue, you are strongly advised to seek legal

advice from a competent legal professional in advance of signing this contract. However, even if the contract is

signed, you are always free to seek such legal advice. Solicitors' fees in Ireland can vary widely so shop around

and obtain some quotes for legal advice before you proceed.

Probationary period

The contract can include a probationary period and can allow for this period to be extended. The Unfair

Dismissals Acts 1997-2007 will not apply to the dismissal of an employee during a period at the beginning of

employment when he/she is on probation or undergoing training provided that:

the contract of employment is in writing

the duration of probation or training is one year or less and is specified in the contract.

The above exclusion from the Acts will not apply if the dismissal results from trade union membership or activity,

pregnancy related matters, or entitlements under the maternity protection, parental leave, adoptive leave and

carer's leave legislation.

Changes to your contract of employment

Changes to your contract of employment in Ireland can occur due to a change in the law, but otherwise, changes

must be agreed between your employer and yourself. The requirement for both the employer's and the

employee's consent to changes in the terms of the contract is part of contract law.

How to apply

If your employer fails to give you written details of the terms of your contract, you can bring a complaint using

the new single complaint form. You must make the complaint while you are in employment or within 6 months of

leaving your employment. For further information about your employment rights contact Workplace Relations

Customer Services - see 'Where to apply' below.

Contract of Employment : Example

Please note that it is not necessary to include the explanatory notes included in this sample. Employers are advised to delete these notes on their own discretion. If you experience any difficulty kindly contact us. This is

a free service.

Also refer to notes in the Basic Conditions of employment included in this manual)

Strictly private and confidential

Entered into between

(Name of company)

_____________________________________________________

(Herein after also referred to as "the employer" or "the company")

and

__________________________________

(ID ________________________)

(Herein after referred to as "the employee")

Terms and conditions of employment

The terms and conditions set out herein will constitute the employee's contract with the company with effect from __________________. Where a basic condition of employment is not

specifically mentioned, the relevant legislation will be applicable (eg. the Basic Conditions of Employment Act, Act 75 of 1997, the Labour Relations Act, Act 66 of 1995 amendments to legislation etc.).

Job description

JOB TITLE

__________________________.

DUTIES

The duties of this position are set out in the Duty Sheet annexed hereto as annex A. The Duty Sheet forms part of this contract. Subsequent changes thereto may only be affected in consultation with the employee.

Although the employee has been employed in the position referred to in paragraph 2.1 and will therefore be responsible for the duties referred to in paragraph 2.2.1 supra, he/she may be required to perform other duties that may reasonably be expected of him /her within the company from time to time.

During the period of employment within the company the employee will report as per company nameOrganisation Chart and obey instructions given by him/her and any other person duly authorised (or delegated) by the company to do so.

Termination of employment

This contract of employment may be terminated only on notice of not less than-

one week, if the employee has been employed for six months or less;

two weeks, if the employee has been employed for more than six months but not more than one year;

four weeks, if the employee -

has been employed for one year or more; or

is a domestic worker who has been employed for more than six months

Probation

(Insert period if applicable)

Remuneration

The employee's total monthly remuneration will be R______________, payable in arrears on the 3rdlast working day of each month. Should the regular payment date fall on a weekend or public holiday, the employer will pay the salary on the last working day before said day.

Remuneration will include the following:

Basic salary R____________

Total R____________

The following will be deducted from the salary:

PAYE

UIF

Benefits

Annual Bonus at Company Discretion: (See notes on 13 th cheques elsewhere in this manual)

Profit Sharing at Company Discretion: See notes on 13 th cheques elsewhere in this manual)

Annual salary negotiation

Remuneration will be revised on an annual basis.

Working hours

Normal working hours will be from _____(08:00) to ________(16:30) from Mondays to Fridays.

The employer may not require or permit the employee to work more than forty-five (45) hours per week, calculated as follows:

Nine (9) hours on any day, if the employee works five (5) days or less a week; or

Eight (8) hours on any day if the employee works on more than five (5) days in a week; and

Lunch breaks are not included in this calculation.

Hours of work in terms of item 5.2 may be extended by up to fifteen (15) minutes a day, but may not exceed one (1) hour a week. The reason for this provision is to allow the employee to finish the task at hand, especially when serving a client, at the end of a working day.

Meal intervals

The employee is entitled to a lunch break of 30 minutes. Lunch breaks will be taken from 13:00 to 13:30 daily.

Overtime

Limit on overtime

The employee may be permitted or requested to work overtime from time to time when needed, provided that the daily overtime shall not exceed three (3) hours a day and a total of ten (10) hours a week.

Remuneration in respect of overtime

The employer shall calculate overtime remuneration at no less than 1.5 (one and one-half) the employee's hourly wage for each hour of overtime worked; or

Pay the employee no less than the employee's ordinary wage for each hour of overtime worked and grant the employee at least thirty (30) minutes time off with full pay for every hour of overtime worked; or

The remuneration method in 7.2.1 above will be the normal method of remuneration. Should the employer need to use one of the other options due to circumstances, he/she will inform the employee accordingly, preferably in writing, before the commencement of overtime.

Work on Sundays and Public Holidays

Sundays

Work on Sundays will not be compulsory, but will be agreed on by the parties to the best interest of the company and the employee from time to time.

Public holidays

The employee will be entitled to the following official public holidays on full pay:

*New Year's Day *Youth Day

*Human Rights Day *National Women's day

*Good Friday *Heritage Day

*Family Day *Day of Reconciliation

*Freedom Day *Christmas Day

*Worker's Day *Day of Goodwill

Any other holiday declared by Government from time to time will also be granted with full pay.

Remuneration

If the employee does not work on a public holiday, he/she shall receive normal payment for that day.

If the parties agree that the employee should work on any of the above days, the employee shall be paid double the normal day's wage for a full day or double the hourly wage for every hour worked.

The employer may also by agreement grant two (2) paid working days off in lieu of payment.

Annual leave

The employee is entitled to (15) fifteen working days leave per annum.

Leave will not be granted concurrently with any other period of sick leave granted.

Leave will normally not be granted within the notice period regarding termination of service.

Leave may not be accumulated for more than eighteen (18) months, except where explicit written consent is obtained, detailing the amount of leave which may be accumulated. Motivated written application must be made to obtain such consent.

Leave accumulated in terms of special permission referred to above will not be paid out at termination of service. Leave may thus not be accumulated for purposes of inflating a severance package.

Leave must be applied for in writing in the form and manner prescribed by the company from time to time, and may only be taken after approval by the company or its delegated authority.

Sick leave

During every sick leave cycle (12 months) the employee will be entitled to an amount of sick leave equal to the number of days the employee would normally work during a period of four (4) weeks. The employee will therefore be entitled to ten (10) days sick leave over a period of twelve (12) months (1 years).

During the first six (6) months of employment the employee is entitled to one day's paid sick leave for every twenty-one (21) days worked.

In the case where the employee is unable to attend work due to medical reasons, the employee must ensure that the company is notified as soon as reasonably possible.

An application for sick leave must be supported by a certificate from a registered medical practitioner.

Family responsibilities leave

The employee will be entitled to three (3) days family responsibility leave during each leave cycle (12 months).

Paragraph 11.1 only applies to an employee who:

Has been employed with the employer for longer than four (4) months; and

Works at least four (4) days a week for the employer.

Paragraph 11.1 only applies to an employee who:

Has been employed with the employer for longer than four (4) months; and

Works at least four (4) days a week for the employer.

The employer is only obliged to grant family responsibility leave under the following circumstances:

When the employee's child is born; or

When the employee's child is sick; or

In the event of death of the employee's spouse or life partner, parent or adoptive parent, grandparent, child, adopted child, grandchild or sibling.

Leave without remuneration

Leave without remuneration may be granted when the employee's:

Sick leave credits are insufficient or have been depleted; or

Application for sick leave cannot be reasonably substantiated; or

Family responsibility leave credits are insufficient or have been depleted and no vacation leave

credits are available.

The employee may apply in writing to be granted leave without remuneration for an extended

period not exceeding six (6) months in exceptional circumstances. The application will be fully motivated. The employer is not obliged to approve such an application.

If the employee is absent from duty without prior arrangement or permission, the employer may regard any period of such absence as leave without remuneration. This does not preclude the employer from taking disciplinary measures against the employee in terms of this contract.

Leave without remuneration will affect the accumulation of vacation leave credits on a pro-rata basis.

Leave without remuneration may affect the calculation of any bonus or reward that the employer may contemplate.

Deductions from remuneration

The employer may not deduct any monies from the employee's salary unless the employee has agreed thereto in this contract or in writing on each occasion.

Trade secrets/confidentiality

The employee undertakes, without prejudice to any general duty of confidentiality, not to disclose during the continuance of this contract or afterwards, any of the trade secrets of the employer or any information which is confidential to the employer's business. Trade secrets include the following, which list will not be regarded as exhaustive man-hour tariffs, logistic techniques, proposal contents, client contacts, etc.

The employee further undertakes immediately after the termination of his/her services to hand over to the employer all documentation and data in his /her possession belonging to the employer, whether in hard copy, contained on computer disc or any other recording medium,

including documents made by him /her in the course of his/her employment. The aforementioned implies that any copy, abstract, or any precis of any document belonging to the employer made by the employee or any other person shall itself belong to the employer.

The employee will not be liable to the employer for information divulged in terms of legislation or a court order compelling him/her to do so.

Restraint of trade

The employee may not for a period of six (6) months from the date of termination of this contract, whether on his/her own behalf or on the behalf of any other person, close corporation, partnership or company solicit custom from, deal with or supply any person, close corporation, partnership or company with whom the employer dealt at any time during his/her employment.

Paragraph 16.1 also applies to potential clients in which the employer has shown interest or with whom the employer was negotiating at the time of the employee's employment in the company.

This limitation of trade is restricted to the nature of the employer's business, products and services.

This limitation can be waived should both parties so agree.

Exclusive service

The appointment under this contract is a full time appointment and the employee shall devote his/her full commitment, energy and attention to the employer's business.

The employee shall not at any time during the continuance off this contract be direct ly or indirectly engaged, concerned or interested, whether for reward or otherwise, in any other trade, business or profession without the explicit written consent of the employer.

Policies, grievance and disciplinary procedure

The employee will be subject to the company's disciplinary procedure, code of conduct and policies as determined and amended from time to time.

The Disciplinary Procedure and Code of Conduct is annexed hereto as annex B, and forms part of this contract.

Grievances or problems can be raised through the stipulated internal communication channels.

General

Any changes to this agreement will only be valid if they are in writing and have been agreed upon and signed by both parties.

Thus done and signed at .............................. on this, the ................. day of ................................. 2005.

............................... ...............................

Employer Employee

............................... ...............................

Witness Witness

Employment Contracts | What should be

included?

Staff & Employee Handbooks - complete staff handbooks for employers - Employers Pack

Why have an employment contract?

An employer must provide an employee with their employment terms, (known as a "statement of terms") within 2

months of the employee's start date. However , a statement of terms is the bare minimum required by law, and

does not protect employers properly. That is why an employment contract is much better for both employers and

employees. A comprehensive contract of employment allows an employer to specify an employee's duties and

responsibilities - so an employee knows exactly what is expected of them. See below for what should be

included.

Contract of Employment - Contents

See our Contract of Employment Templates for all the different employment contracts we provide. For employers

who want all the necessary contracts, employment policies and documents required to manage employees we

would recommend purchasing a Staff Handbook. As the quickest and most cost-effective way to comply with all

the current employment regulations.

1. Names of the Parties

The employer's organisation details and the employee's full name and address.

2. Start Date

This is important as it also includes a brief statement to say that employment with a previous employer does not

count towards the various rights that are gained by employees after one and two years of service. In other words

the employee starts again from zero with the new employer. (Exceptions to this are where an employer has taken

over an organisation with existing employees - their employment rights are maintained.)

3. Job Title and Description

This usually follows the job title and description specified in any recruitment advertisement and subsequent offer

letter. To suit the employer it also allows for flexibility in the employee's role.

4. Place of Work

Allows the employer to specify the location where the employee will work. However, it also allows for the

employer to specify any other location in the future. This gives the employer much greater flexibility.

5. Hours of Work

The employee's hours are specified within the contract, however the employee also agrees to work additional

hours if the employer reasonably requests it. However, the hours cannot exceed the 48 -hour per week as

specified by theWorking Time Regulations, (unless the employee has signed a voluntary opt-out from the

Regulations).

6. Probationary Period

The employer can specify a trial period for the employee with the option of a short notice period at the end of the

trial, if the employee does not fulfil expectations. The employer can also extend the trial period.

7. Salary

This details the employee's gross salary before tax, national insurance and any deductions. It also specifies when

payment is made.

8. Assessments

The employer can state when the employee will receive their first work assessment and the timing of all

subsequent regular assessments, for example every 12 months.

9. Deductions

This clause details all the circumstances in which the employer can make deductions from the employee's salary.

10. Expenses

The employer can agree with the employee, which work-related expenses will be covered and when the employee

will be reimbursed. However to prevent errors and possible fraud the clause makes it clear that proof of payment

is required.

11. Holidays

This clause specifies when the holiday year will run from. This is important as the employer may wish to prevent

employees taking busy work periods off, for example Christmas time for hospitality, retail or entertainment

industries. This clause also allows the employer to specify the number of days per year that an employee can

take, (subject to a statutory minimum of 28 days) and whether bank and public holidays are included or excluded

from this. The clause also includes further details regarding rolling -over holidays into the next year, restrictions

on holidays where the employee has already given notice and on termination the pro rata payment in lieu of any

unused holiday entitlement.

12. Sickness & Disability

Absence through sickness is a major cost burden on employers. This clause states by what time the employee

must inform the employer that they will be unable to attend work, (it does allow for a third party to contact the

employer on the employee's behalf). The clause also states when a doctor's certificate is required and whether the

employee will receive statutory or contractual sick pay. I t is recommended that organisations have a

separate Sickness & Absence Policy.

13. Pension

This clause states the pension provision - company pension scheme, a stakeholder pension scheme or whether

the employment comes without a pension provision.

14. Notice

The notice period to be given by either the employer or the employee. However, this clause also provides a

detailed list of actions that constitute gross misconduct allowing the employer to dismiss without giving notice.

Please see our Grievance & Disciplinary Policy, which is included free with all our contracts.

15. Restrictive Covenants

This is only included within the CompactLaw Long Employment Contracts. It protects all confidential and

commercial information belonging to the employer. Prevents an employee from setting up a competing business

whilst still employed. Also prevents an employee from competing for a set period of time and within a defined

geographical area once they have left the employer. Other restrictions include attempts to encourage other

employees to leave and work in a competing business. Finally, the clause states that any breaches will entitle the

employer to seek legal redress, including damages for any loss.

16. Grievance and Disciplinary Procedure

This refers to the detailed separate Grievance and Disciplinary Policy that comes free with each CompactLaw

Employment Contract.

17. Retirement

Refers to a separate Retirement Policy - which every organisation should have in place. This clause and the

retirement policy ensure compliance with the Employment Equality (Age) Regulations 2006 - age discrimination

legislation.

18. Severability

This standard paragraph states that each paragraph, sub-paragraph or clause is independent of each other, so if

one is invalid or does not apply to the employee the rest of the contract remains valid.

19. Prior Agreements

Another standard paragraph, stating the contract contains all the terms agreed between the employer and the

employee and that no previous agreement (written or verbal) counts .

20. Jurisdiction

Confirms the contract of employment comes under the jurisdiction of the English courts; however, it can also be

changed to specify the Scotland, (if required).

21. Particulars of Employment

Under Section 1 of the Employment Rights Act 1996 all employee contracts must set out the main terms of the

contract in a separate schedule. This is so that the employee (and the employer) can easily refer to this schedule

when they wish to remind themselves of the main terms.