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28
Mar 22

Posted by
Saoirse Moloney

What You Need to Know About Staff Handbooks

The most essential document governing the employment relationship is the contract of employment. If you don’t want your employment contract to be too long and untidy you should be referring to your staff handbook when talking about grievances, discipline, dignity at work, anti-bullying, and other workplace policies.

Staff handbooks should be easy to read, and a copy should be easily available to all employees. New employees must read the handbook and indicate that they have done so by giving their signature. It is important to review and amend the policies regularly to ensure any changes in the law or best practices are reflected.

Most important policies and procedures in the workplace

In Ireland, the most important policies, and procedures to have in place are those covering

  1. Grievances
  2. Discipline
  3. Dignity at work (anti-harassment, anti-bullying, and equal opportunity)
  4. Health and Safety

Other topics that should be considered are, sick leave, holiday leave & pay, hours of work, internet and email usage, dress code, expenses procedure retirement and pension benefits etc.

Bright Contracts

With Bright Contracts, we provide ready-made handbooks that fully conforms to the latest employment law guidelines. The software allows you to add additional sections to handbooks, edit, delete or reorganise the built-in- content and you can easily add your own. You can preview your handbook at any time while you build it and print or export it when it is ready. It’s great as you need no employment law knowledge, we do all the hard work.

 

Related Articles: 

Introducing Contracts & Handbooks to Existing Staff

 

 

Posted in Company Handbook, Employee Handbook, Employment Law, Health & Safety, Staff Handbook

21
Feb 22

Posted by
Saoirse Moloney

10 Tips for Employee Retention

For employers, the pandemic was a test like no other. It may have been the biggest challenge faced in the world of HR. Unexpected changes to the lifestyle of the workplace meant that employees found themselves working in the comfort of their homes.

Facing challenges tends to make teams stronger. Employees learned new skills, employers invested to make remote work successful and found ways to work together no matter the circumstance. How you handle these challenges reflects the company culture and future growth of the company and having employees want to stick around.

If you are struggling to retain employees here are some tips on how to retain employees.

1. Positive onboarding experience.

Just because you have employed a new employee does not mean the hiring process is over as soon as they start. Month two is the exact same as day one. Ensuring that your employees have a positive and engaging starting experience is important to making sure your recruiting process is going well.

2. Highlight the benefits

Nowadays perks and benefits are the icings on the cake when you are attracting applicants. Whether you offer a competitive salary, hybrid working models or wellness programmes make sure to outline benefits that are suitable for everyone. Having the right benefits in the workplace can improve employee engagement.

3. Promote Flexible/ Hybrid working

Realistically the traditional office 9-to-5, five days a week is becoming a bit old fashioned and not appropriate for most people’s lifestyles. By incorporating flexible working schedules and telecommuting you may find that employees appear more productive and satisfied. It is important to detail flexible/hybrid working arrangements in the employee contracts, so no conflict arises. Bright Contracts now has a hybrid working policy in the handbook section of the software as well as a hybrid tick the box section in the contract section. A sample document detailing the hybrid arrangements is available on the Bright Contracts Ireland website.

4. Recognition

Every employee likes to be appreciated and thanked for all their hard work. Giving employees recognition for a job well done is an important part of ensuring that there is continued employee engagement. Ways of recognising employees could be appreciation at company meetings, giving out regular promotions or employee appreciation events.

5. Highlight Development

Ensure you allow your employees to further enhance their skills to become even better employees. By you supporting employee development will lead to the best employees sticking around.

6. Reward Employees

As well as offering salary incentives why not add other reward programmes to help retain employees. Rewards like offering gift cards, bonuses and additional annual leave will not only attract employees to the company but help retain employees.

7. Provide up to date equipment and software

A huge complaint at many companies is how outdated the equipment and software is within an organisation. Not only does this make employees inefficient but it also indicates that your company does not have any interest in staying up to date with the latest tools and technology.

8. Communication

There is nothing more frustrating than a company with bad communication with its employees. Make sure your company is creating channels for honest and specific feedback to and from employees. Try to focus on direct communication, one-on-one conversations when it is possible. Furthermore, provide employees with digital spaces to allow workers to come together and solve issues without having to go through management.

9. Familiarity with Senior Management

Making sure senior management know that an employee exists will help make employees feel acknowledged and results in employees being loyal and committed to the job. One of the most common complaints voiced during an exit interview is that employees do not feel acknowledged by senior management. The employee should be introduced to senior management on their first day and employees should have the chance to partake in company discussions and have their ideas listened to.

10. Allow the employee to use their talents and skills

A motivated employee wants to contribute work to areas outside of their job description. You should allow your employees to use experiences from the past to their current role to result in an overall positive employee engagement. For example, if an employee has a skill in video editing and they work in the marketing department, allowing them help or have input in the production of a company video, will overall have a positive impact on their role in the company.

 

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Posted in Company Handbook, Contract of employment, Employee Contracts, Employee Handbook

28
Jan 22

Posted by
Saoirse Moloney

Public Holidays: What Employers Need to Know

What is a public holiday?

A public holiday is nationally recognised day when most businesses and other institutions are closed. They usually occur on a special day or event. For example, St Patricks Day and Christmas Day.
In 2022 we were introduced to a new once off public holiday that will take place on Friday, 18th of March. From 2023 there will be a new annual public holiday in February to celebrate St Brigid’s Day, it will happen on the first Monday in February.

When are the public holidays?

• New Year’s Day
• First Monday in February, or 1st of February if the date falls on a Friday (2023 onwards)
• Saint Patrick’s Day
• Once off public holiday (18th March 2022 only)
• Easter Monday
• First Monday in May
• First Monday in June
• First Monday in August
• Last Monday in October
• Christmas Day
• St Stephens Day

What are employees entitled to?

Most employees are entitled to a day paid leave on public holidays. There is an exception for certain part-time employees.


If you qualify for public holiday benefit, you are entitled to:
• A paid day off on the public holiday
• An additional day of annual leave
• An additional day’s pay
• A paid day off within a month of the public holiday

Part time employees are entitled to a day’s pay for the public holiday if they meet the following requirements:
• You have worked for your employer at least 40 hours in the 5 weeks before the public holiday
• The public holiday falls on the day you normally work

If you are required to work on the day the public holiday falls you are entitled to an additional day’s pay. If you do not work on the day, you should get one fifth of your weekly pay.

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Posted in Company Handbook, Contract of employment, Employee Handbook, Pay/Wage, Staff Handbook, Wages

13
Dec 21

Posted by
Jennifer Patton

The 411 on The Right to Request Remote Working

This upcoming legislation will give employees the right to request remote working and work is underway on its development. A framework will be developed on how those requests can be considered. The Work Life Balance Directive (which must be fully transposed into Irish law by August 2022), has been mentioned throughout the development of the remote working legislation.

This Directive is to provide every employee with children up to eight years of age, and carers, the right to request flexible working arrangements, this remote working legislation will further support an employee’s work life balance. The Directive gives Member States discretion to legislate around the duration of flexible working arrangements and provides that employers “should be able to decide whether to accept or refuse a worker’s request”.

Within the strategy document, it states that introducing legislation on this topic will provide employees a framework around which such a request could be based and that this could provide clarity to employers on best practice on dealing with such requests.

The drafting of this legislation will be much anticipated, as there is currently a lack of a legal or agreed definition of remote working during a time of mandatory remote working caused by Covid-19.

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Posted in Company Handbook, Coronavirus

3
Nov 21

Posted by
Jennifer Patton

Parent's Leave & Benefit Act 2019

The Parent’s Leave and Benefit Act 2019 came into effect on the 1st of November 2019. This Act provides for 5 weeks parent’s leave with protection of employment for a relevant parent in respect of a child born or adopted on or after the 1st of November 2019. The purpose of the Act is to enable the relevant parent to provide, or assist in the provision of, care to the child.

This leave can be taken within 24 months, up to a child's second birthday or within two years following adoption. Parents can take 5 weeks together or take separate weeks of leave. Whilst parent’s leave is available to both parents, it is not possible for parents to transfer leave to the other parent, except in the unfortunate circumstances where one of the parents dies. While on parent’s leave an employee will normally be entitled to statutory parent’s leave pay, depending on meeting certain PRSI eligibility criteria. 

Employees wishing to take parent's leave must notify the employer in writing, giving at least 6 weeks’ notice of their intention to take the leave. They should state the expected start date for the leave and how they intend to take the leave – either five weeks together or separate weeks of leave.

Employees may be required to provide a medical certificate confirming the pregnancy and expected date of birth, or a copy of the birth certificate for the child. In the case of adoptions, a certificate confirming eligibility for adoption will be required.

Paid parent’s leave can be taken in addition to existing Maternity Leave, Adoptive Leave, Paternity Leave and Parental Leave rights, as applicable to each "relevant" parent.

Something important to note is that the employer may postpone a request to take parent's leave by up to 12 weeks, in cases where it is felt that by granting the leave request there would be an adverse effect on the business. Before postponing any request, the employer will consult with the employee.

Once a decision has been made to postpone, the employer will provide the employee with written confirmation that the leave is being postponed giving 4 weeks’ notice before the intended commencement date. The confirmation will set out the grounds for the postponement. The employer will only be permitted to postpone the leave on one occasion.

During parent’s leave the employees employment rights are preserved, and annual leave will continue to accrue. The employer reserves the right to refuse time-off to employees where there is non-compliance with this procedure, and any such non-compliance may be dealt with under the Disciplinary Procedure.

Parent's Leave & Maternity Leave

However if any employee requires to take all or any of the 16 weeks unpaid maternity leave, that leave must be taken directly after the paid maternity ends. Again the employee does not have to take the full 16 weeks unpaid, they can move directly to Parents Benefit after paid Maternity ends, they can take any number of weeks of the unpaid maternity leave that they require and after availing of the weeks they require under that entitlement either return to work or move to Parents Benefit.

So how must an employee notify their employer of their intention to take maternity leave?

At least 4 weeks before the commencement of maternity leave stating the date on which the leave is due to commence.

Related Articles:

-  Don't Forget About Fathers: Paternity Leave & Benefit Act 2016

The Employer & Maternity Leave

Posted in Company Handbook, Family Leave

28
Oct 21

Posted by
Jennifer Patton

Don't Forget About Fathers: Paternity Leave & Benefit Act 2016

The Paternity Leave and Benefit Act 2016 came into effect on the 1st of August 2016 and provides for 2 consecutive weeks paternity leave with protection of employment for a relevant parent in respect of a child born or adopted on or after the 1st of September 2016. The Act also provides that paternity leave may be transferred to the surviving parent on the death of a relevant parent.

The Act covers employees who are relevant parents or a surviving parent from the first day of employment, including those who are working as apprentices, as agency temps, civil servants etc.

Statutory paternity leave consists of 2 consecutive weeks leave to enable a father to provide care, or assist in the provision of care, for the child or provide support to the mother or adopting parent, or both.

Paternity leave can be taken at any time commencing on the date of the birth of the child or placement in the case of adoption, and ending no later than 26 weeks after the date of birth or placement.

Did you Know?

Shockingly, almost half of fathers entitled to paternity benefit do not avail of it and the level of uptake varies dramatically depending on the sector and size of company a person works in. While paid and unpaid leave for new fathers has increased and expanded in recent years, the uptake remains low with less than half (45%) of fathers entitled to paternity benefit did not take it in 2018.

The central statistics office released an employment analysis of maternity and paternity benefits. They haven't updated it past 2019 at present but we still thought the figures presented for 2016 - 2019 were interesting and worth looking at.

In 2019 paternity leave was paid to 3.1 men per 100 employees, which was a slight increase on the 2018 rate of 2.9. However this is still well below the rate of maternity benefit which was paid to 5.3 per 100 employees in 2019.

The sectors with the highest paternity and maternity benefit rate is the Public Administration & Defence. With Accommodation & Food Service having the lowest maternity and paternity benefit rate.

So how long must employers keep records of paternity leave?

The employer is required to keep a record of paternity leave taken by their employees, specifying the period of employment of each employee and the dates and times of paternity leave taken. These records must be maintained for a period of 8 years after the paternity leave has been taken. Failure to keep such records can mean the employer is liable to a Class B fine not exceeding €4,000.

Bright Contracts' handbook includes each family related leave policy including paternity leave under the 'Leave & Benefits' section of the handbook. If you'd like to download a trial of our software to preview these sections click here.

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Posted in Company Handbook, Contract of employment, Family Leave

20
Oct 21

Posted by
Jennifer Patton

The Employer & Maternity Leave

The main provision of the Maternity Protection Acts 1994 and 2004 is to provide for 26 weeks' maternity leave with protection of employment for female employees. In addition, an employee is entitled to further leave, known as additional maternity leave, up to a maximum of 16 weeks.

Since the 1st of October 2017, female employees are entitled to extend their maternity leave beyond 26 weeks where the baby is born more than 2 weeks before the expected week of confinement. In the event of a multiple birth, an employee is still only entitled to the 26 weeks maternity leave (or any extended leave due to a premature birth) and 16 weeks additional maternity leave.

The Maternity Protection Acts 1994 and 2004 also provide for:

- Leave on health & safety grounds if the Safety, Health and Welfare at Work Acts 2005 to 2014 require it.

- Leave of an employed father from his employment, on the death of the mother during her maternity leave.

The Acts cover all female employees (and male employees after the death of the mother following birth) from the first day of their employment and that includes apprentices, agency temps, officers or servants of a local authority and all civil servants.

Since the 1st of October 2017, female employees are entitled to extend their maternity leave beyond 26 weeks where the baby is born more than 2 weeks before the expected week of confinement – the due date to put it more simply. The amount of extended leave will be equivalent to the duration of the premature birth period. The premature birth period means a period which commences on the actual date the child was due to be born and expires 2 weeks before the end of the expected week of birth.

For example: If the baby is born 2 weeks early, then the employee will be entitled to 26 weeks consecutive maternity leave PLUS the extension to her maternity leave by the premature birth period which is 28 weeks.

Some common questions in relation to maternity leave include:

When must an employee commence maternity leave?

An employee is required to take pre-confinement maternity leave of a minimum of 2 weeks and a maximum of 22 weeks before the end of the week in which the baby is due meaning the employee must have a minimum of 4 weeks maternity leave remaining after the birth of the baby.

How must an employee notify their employer of their intention to take maternity leave?
The employee must notify their employer at least 4 weeks before the commencement of maternity leave, which must state the date on which the leave is due to commence AND produce a medical certificate confirming the pregnancy and the expected week of birth.

When does additional maternity leave commence?
It must commence immediately after the 26 weeks maternity leave or any extended leave due to a premature birth except where the mother avails of any transferred paternity leave which must be taken before the commencement of the 16 weeks additional maternity leave.

Does an employee accrue annual leave whilst on maternity leave?
Yes!The employee is treated as being in employment while on maternity leave or additional maternity leave. This means they continue to accrue annual leave. They are also entitled to leave for any public holidays that occur during their maternity leave (including additional maternity leave).

What are an employee's rights on Fixed-Term Contracts?
Women employed under fixed-term contracts may not be entitled to the full period of maternity leave or additional maternity leave if their contract ends while they are still on maternity leave, as their maternity/additional maternity leave will also end on the same day. The expiry of an employee’s contract of employment during maternity leave will not affect her entitlement to Maternity Benefit.

When an employee goes son maternity leave it is vitally important that the employer doesn't fall out of touch with the employee and also to keep them informed about any business news, for example, any changes in management and staff, particularly in their own team.

And lastly don’t assume the employee on maternity leave cannot attend social events. Attending a work social event might provide some very welcome relief and be a good way of catching up (both from the employee’s and the employer’s perspective).

Bright Contracts' handbook includes each family related leave policy including Maternity leave under the 'Leave & Benefits' section of the handbook. If you'd like to download a trial of our software to preview these sections click here.

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Posted in Company Handbook, Employment Law

1
Sep 21

Posted by
Jennifer Patton

Introducing Contracts & Handbooks to Existing Staff

Introducing a contract of employment or a handbook for the first time to current employees, can be a difficult, tricky matter. Employees may view the new documentation as an intrusion, representing a new set of rules and regulations that threaten to make their lives uncomfortable. However, this does not have to be the case, you can introduce new documentation without alienating your work force. The answer lies in good communication and clear and concise documentation.

Here’s our step-by-step guide to introducing your new Bright Contract’s employee documentation to existing employees.

1. Hold an Initial Group Meeting

The purpose of this meeting will be to:

  • Notify employees of the introduction of the new contracts of employment and staff handbook.
  • Explain why they are being introduced.
  • Give a brief overview of what is contained in both documents:
    • Contract of Employment: confirms the employee’s basic terms and conditions and is fully compliant with the Terms of Employment Act
    • Staff Handbook: gives a brief overview of the type of policy that is contained in the Handbook, for example you may wish to highlight a Dress Code policy

If you are a small company, hold a company-wide meeting, inviting everyone. If your employee numbers mean this is not feasible, hold department or team meetings, ideally meeting with all affected staff on the same day to ensure a consistent message is being delivered to all staff thus preventing any misunderstanding, or false narratives starting. For any employees who are not present for the meeting ensure to debrief them as soon as possible.

At the Meeting

Ensure Top Management are Involved
It is extremely important that senior management are actively involved in introducing the new documentation to show this is a company-wide initiative, supported at the highest level.

Explain Why you are Introducing the Documentation
Give clear reasons why the business is implementing the documentation, for example:

  • We want to promote a culture of consistency and fairness in our company, where everyone knows the protocols and knows what is expected of them and what they can expect from the Company. 
  • We want to ensure we are fully compliant with employment law legislation

Emphasis the Value to the Employee
Explain to employees that they have legal rights and that the policies set out in the handbook demonstrate that the company is complying with the law and honouring their rights.

Promote the handbook as a point of reference for employees for confirmation on how a particular issue will be dealt with e.g. probation, disciplinary procedure etc.

2. Distribute the Documentation

Contracts of Employment

The Contract of Employment is a confidential document between the employer and the employee therefore all communications regarding the contract of employment are to be kept confidential. Therefore we suggest the following:

  • Issue 2 copies of the contract of employment to the employee in a sealed envelope
  • Give the employee a timeframe to read, review and sign the contract

The Staff Handbook

Following the meeting the Staff Handbook should be made available to all employees. Possible ways to do this can include:

  • Print and give each employee a hardcopy of the handbook
  • Print a number of handbooks and place them in communal locations in the place of work, e.g. the staff room
  • Email the handbook to each employee
  • Save and store the handbook in a communal location on your local drive, where it is easily accessible by all

Give staff a timeframe, e.g. 2 weeks, to read the handbook and formulate any questions they might have.

Both the staff handbook and contract of employment in Bright Contracts are available to be printed and exported as a PDF for distribution.

3: Be Prepared to Take Questions

Employees are likely to have questions, be prepared and open to answer any questions or clarify any points that employees might have. Keep open honest communications, listen to the employee’s comments, they may raise some valid issues that need to be addressed. Or employees may simply need clarification on a particular term. (The information snippets on your Bright Contracts program may help you address some employee concerns.)

Once you have had the initial staff/team meeting, it is not necessary to have further team meetings. Conversations at this point tend to be personalised, it is therefore recommended that queries are discussed individual and privately with each employee.

4: Collect Signed Documentation

Employees should sign both copies of the contract of employment, returning one to you and keeping a copy for themselves. Once the signed contract is returned, it should be placed on the personal file for future reference.

If the terms and conditions of employment (e.g. pay, hours etc.) have remained unchanged it is not essential to seek signed agreement from existing employees, however it would always be preferable. If an employee refuses to sign a contract after open discussions and no changes to the basic terms have been put forward, make a record on their file that they were given the contract and were given opportunity to discuss and fully understand the contracts, include dates and evidence of the communications.

If the terms and conditions of employment are being changed then it is important for employers to seek agreement from the employee before implementing any change. In this situation the employer should receive a signed copy of the revised contract.

There is no requirement to reach agreement with the employee on the Staff Handbook, however it can be useful to ask employees to sign to confirm that they have received and reviewed the handbook.

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Posted in Bright Contracts News, Company Handbook, Contract of employment, Employee Contracts, Employee Handbook, Employment Law

1
Jul 21

Posted by
Jennifer Patton

Your GDPR Questions Have Been Answered!

GDPR/ the General Data Protection Regulation has been around since May 2018 but the stipulations surrounding GDPR can still be confusing at times which is why we decided to cover this topic as FAQ's but firstly to explain what GDPR is, it is the toughest privacy and security law in the world. Even though it was drafted and passed by the European Union (EU), it imposes obligations onto organizations anywhere, so long as they target or collect data related to people in the EU. Under GDPR you have a fundamental right of access to your personal data from data controllers.

What is personal data?

Personal data is information that relates to you, or can identify you, either by itself or together with other available information. Personal data can include your name, address, contact details, an identification number, IP address, CCTV footage, access cards, audio-visual or audio recordings of you, and location data.

What personal data can employers lawfully process?
GDPR states that to be able to ‘Lawfully Process’ personal data you must be able to fall into at least 1 of the 6 processing classifications, the first one being Consent. Consent must be:

  • Specific, informed, unambiguous, and freely given – there must be evidence that clear affirmative action has been given.
  • Must be for a specified purpose
  • Where consent is obtained as part of a larger document covering other things, consent text must be clearly distinguished from everything else
  • Evidence needs to be retained as to how the consent was obtained. For example; forms, brochures signage, website screenshots.
  • Language must be accessible and easily understood.
  • Have a clear and seamless opt-Out process in place.
  • If you have mailing lists that you’ve used pre GDPR you will not be able to continue using them if you haven’t got specific approval or consent from the individuals.

Do we need to ask for consent from our employees to process their data?

No, as the reliance for processing and retaining their data will be down to lawful processing because of the employer’s legal obligation to deduct taxes etc. and also down to the contractual agreement in place to pay them and pay forward the taxes owed on their behalf. And also to the nature of the relationship between the employer and the employee, the status quo is in the employer’s favour so consent would not be unambiguous or freely given.

Is the emailing of pay slips permissible under GDPR?
There is nothing in the GDPR that states it is no longer permissible to email payslips, this practice is still very much acceptable. The thing to keep in mind in relation to emailing payslips is to ensure that all appropriate security measures are in place. The payslips that are emailed from BrightPay are encrypted and deleted from our servers once sent, however it may also be prudent of a processor of the payroll to password protect the payslips also. It will be the responsibility of the Data controllers (employers) to be vigilant that correct email addresses are inputted.

Do I need to provide my employees with training about GDPR?

It is advised that employers provide training to all individuals about their data protection responsibilities as part of the induction process. Additional training should be provided at regular intervals thereafter or whenever there is a substantial change in the law or The Company’s policy and procedures.

If data protection is breached, what are the consequences?

It is important that you comply with the GDPR legislation and put adequate policies and procedures in place. Your organisation can be inspected and could face significant penalties if your practices are in breach of GDPR. The GDPR allows the EU's Data Protection Authorities to issue fines of up to €20 million or 4% of annual global turnover (whichever is higher).

Bright Contracts contains a 'Data Protection' section of the Company Handbook which can be viewed under the 'Introduction' tab. Download a trial of our software to see a sample of this content.

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Posted in Company Handbook, Contract of employment, Employee Contracts, Employee Handbook, Employee Records, GDPR, General Data Protection Regulation

12
May 21

Posted by
Jennifer Patton

Time Saving With Bright Contracts

Contracts. . . they are the pain point of every HR professional when recruiting new employees, processing promotions, extending contracts etc. To non HR professionals it may seem like typing up contracts is quick and easy work but this could not be further from the truth. The following are just some of the pain points I’ve had when typing up contracts, read and tick off any that may apply to you too when creating contracts of employment:

  • Formatting Issues
  • Grammatical Errors
  • Mis-matched Fonts
  • Saving Error: Corrupted file error meaning I have lost my entire document
  • Time consuming reading complete contract to check for errors
  • Printing Errors: Prints off centre or like a jigsaw puzzle making it frustrating to read

Well, how many points did you tick off that were applicable to you? If you found yourself even ticking off two of the above then you need Bright Contracts in your life as this software eliminates every single one of them pain points and produces a consistent, formatted, clean and compliant contract and handbook for each of your employees.

Read the below quick fire Q&A to gain an insight into what bright Contracts is, how it works and how it can help you with your contract and handbook creation:


What is Bright Contracts?
Bright Contracts is a software package that has everything you need to create and manage a professional staff handbook and contracts of employment. What was once traditionally an expensive, complicated and time-consuming process is now quick, easy and affordable with Bright Contracts.

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.

What legislation is the software based on?
Bright Contracts has been written taking into account employment legislation across England, Scotland, Wales and Northern Ireland. The main piece of legislation governing the content of Bright Contracts is The Employments Rights Act 1996 and The Employment Rights (Northern Ireland) Order 1996. The legislation specifies that employees must receive written terms and conditions of employment and what these terms and conditions are. In addition Bright Contracts has taken cognizance of current best practices as well as all relevant legislation in the creation of the content of the contract and handbook. Legislation also requires that employers are provided with details of procedures relating to dismissal, disciplinary and grievances, all of which are covered in our documentation.

How do we know this system complies with requirements and what if the law changes?
The system content has been compiled and tested by HR/Employment law experts. The system will be updated with any changes in legislation, changes brought about by case law or changes in best practice. These updates will be flagged to all current users and will be free to download.

How many people can access Bright Contracts?
When a licence is purchased it comes with two activations which means it can be activated on two separate computers. Once these activations have been used they cannot be deactivated and reactivated on another device.

Do I print off the handbooks and contracts?
The simple answer is yes however if you are trying to reduce your paper foot print then you can also have the handbook and contracts of employment as a pdf document which can then be e-mailed or, if you use our Bright Pay Connect product you can upload the documents to the employee’s connect profile.

You can avail of a free trial of the software or purchase a Bright Contracts licence to adapt these policies to your business today. If you are looking to adopt or change your HR Software book a free 15-minute online demo to see how Bright Contracts can change your world of HR.

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Posted in Bright Contracts News, Company Handbook, Contract of employment, Employee Contracts, Employee Handbook, Employment Contract, Employment Law, Staff Handbook

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