Contract of Employment and Staff Handbook Software

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What is it?

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.

Why should I use it?

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.

How much does it cost?

Single employer, unlimited employees €149
Multiple employers, unlimited employees €299
Phone/email support Free

Price is per user and subject to VAT. Price covers 12 months full use from date of activation.

Feature Packed Software

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.

Unlimited Employees

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.

Create Your Staff Handbook

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 Employment Contracts

Create a contract for each employee and record when they are signed. Archive old contracts. Base one contract on another for rapid creation.

Styles, Fonts, Colours

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.

Document Previewing

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.

Keeping Track

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 An employee is flagged amber if he or she has an out of date handbook or soon to expire contract.

At a Glance

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.

Guidance and Tips

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.

Always Up To Date

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.

Bureau Version

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.

Industry Customisation

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. 

Latest from the Blog.

1
Mar 17

Posted by
Laura Murphy

Requiring staff to only speak English at work can be lawful

The WRC recently dismissed a claim brought by a Polish employee that alleged she had been discriminated against on the grounds of race. The Complainant in this case was told she had to speak English when working alongside colleagues who did not speak Polish.

The Company in question employed 838 people from 14 countries. The employee was asked by their supervisor to speak English while working on the factory line. The employee subsequently brought a discrimination claim against the Company. The Company argued that there was a business case for having one official language in the business.

The WRC found in favour of the employer based on evidence that they had provided diversity workshops, and had acted in good faith by asking the employee to speak English so as not to exclude other colleagues.

Learning Points

This is an area where employers need to thread carefully in order to avoid discrimination.

Generally, it is possible to limit the use of languages other than English at work, provided that the policy:

  • applies to all nationalities
  • there are justifiable (and non-discriminatory) reasons for imposing the policy.

Some possible acceptable reasons may include:

  • Health and safety implications
  • Security risks
  • Impact on workplace effectiveness

It is advisable that requests to speak English should only apply to operational activities. Discussions at break times or in the canteen should be exempt. 

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