Bright Contracts is a software package that has everything you need to create and manage a professional staff handbook and contracts of employment. Getting these in place has traditionally been an expensive, complicated and time-consuming process. Bright Contracts makes it quick and easy.
Without employee contracts in place, an employer is risking large settlements in the case of staff disputes, and fines in the case of regulatory inspections. Having contracts also clearly defines the contractual relationship between you and your employees. Bright Contracts is the easiest way to get sorted.
|Single employer, unlimited employees||€149|
|Multiple employers, unlimited employees||€299|
Price is per user and subject to VAT. Price covers 12 months full use from date of activation.
Bright Contracts is teeming with useful functionality, from the obvious to the obscure. Yet it delivers it all in a neat, easy to use package. You'll wonder how you ever managed without it.
Bright Contracts does not set a limit on the number of employees you can add. And there are no confusing price brackets that depend on the number of employees you have.
Use the suggested content or customise it to your needs. Add pre-defined sections or add your own proprietary sections. Re-arrange as required.
Create a contract for each employee and record when they are signed. Archive old contracts. Base one contract on another for rapid creation.
With full control over cover pages, logos, headers, footers, fonts, colours, and more, you can ensure your documents match your corporate identity, or just simply make them look how you want.
Before you print a handbook or contract, you can see an accurate on-screen preview of how it will look on page. Scroll, zoom and pan controls make it simple and flexible.
An employee is flagged red if he or she does not have a handbook or contract. An employee is flagged amber if he or she has an out of date handbook or soon to expire contract.
The summary screen gives you an overview of handbooks in use, recent handbook updates, who does and doesn't have a handbook, and who does and doesn't have a current signed contract.
Not everyone is an employment law expert. If you're not sure what to enter for a certain field, or you're not 100% sure what something means, click the handy tip icon for an inline explanation.
Employment law legislation changes over time. When it does, and the Bright Contracts handbook or contract template changes, you'll be made aware of the adjustment, which you can accept with a single click.
Expand the services you offer or add a new revenue stream to your business wih the Bureau version of Bright Contracts, which allows you to create handbooks and contracts for unlimited employers and employees.
Bright Contracts partners with professional bodies and groups to create bespoke contracts and handbooks. Industry customisation is an excellent value added member offering for any professional group.
Getting employees to work overtime during busy periods is a great way to combat increased workload demands using your existing employees. But how much overtime can you legally require your employees to work and should you have to pay them extra for it? We take a look at what is required to keep you covered.
The number of hours an employee is required to work a week will be included in their contract and if an employee works over this it is usually considered overtime. If you do require employees to work overtime during busy periods, this must be stated in their contract of employment. Within two months of commencing work, an employee must be provided with a contract of employment.
How much overtime can employees work?
The Organisation of Working Time Act 1997 states the maximum working week is 48 hours and this will include all overtime or second employment. The 48-hour working week can be averaged out:
Do I have to pay employees for working overtime?
Employers are under no obligation to pay employees for overtime worked as long as they ensure that the average pay for total hours worked does not go below minimum wage. Many employers do pay higher rates of pay for overtime or may give employees time off in lieu for hours worked overtime.
If you do require employees to work overtime you must ensure that this is clearly stated in their contract of employment. If an employee is paid overtime, this should also be included, stating overtime rates of pay and how these are calculated.