{"id":4891,"date":"2023-05-01T10:10:42","date_gmt":"2023-05-01T10:10:42","guid":{"rendered":"https:\/\/www.theukrules.co.uk\/?page_id=4891"},"modified":"2023-10-02T10:14:48","modified_gmt":"2023-10-02T10:14:48","slug":"types-of-contract-and-employer-responsibilities","status":"publish","type":"page","link":"https:\/\/www.theukrules.co.uk\/rules\/employment\/employing\/contracts\/types-of-contract-and-employer-responsibilities\/","title":{"rendered":"Types of Employment Contracts UK: Employer Responsibilities"},"content":{"rendered":"
CONTRACT TYPES: <\/strong>UK employers have tax and employment liabilities for their staff. The different types of employment contract include:<\/p>\n It is a worker’s contract type of employment status<\/a> that determines the extent of their employer’s responsibilities.<\/p>\n Note<\/strong>: Special employment rules apply for employing family members, young people, or volunteers.<\/p>\n <\/p>\n <\/p>\n If you employer workers you must give your employees:<\/p>\n United Kingdom contract types and employer responsibilities mean you must also:<\/p>\n <\/p>\n <\/p>\n Employers must treat fixed-term employees<\/a> the same as full-time permanent staff. The 4 key differences with fixed-term contracts are:<\/p>\n <\/p>\n <\/p>\n Employers also have certain responsibilities and obligations when using an employment business to find staff<\/a>. As a result, you should be aware of the agency workers regulations<\/a>, meaning:<\/p>\n <\/p>\n <\/p>\n Hiring a consultant, a contractor, or a freelancer means:<\/p>\n <\/p>\n <\/p>\n Most employers call zero hour types of employment contracts ‘casual contracts<\/strong>‘. It is because zero hour contract types are for ‘piece workers<\/strong>‘ or for those who do ‘on call<\/strong>‘ work.<\/p>\n For example, a language interpreter<\/a> would usually have a zero hour contract because:<\/p>\n People with zero hour contracts have entitlement to statutory annual leave<\/a>. They must also get National Minimum Wage rates<\/a> in the same way that regular workers do.<\/p>\n You cannot stop a zero hours worker getting work from anywhere else. In fact, employment laws<\/a> state they can even ignore a clause in their contract that bans them from:<\/p>\n Note<\/strong>: You are still responsible for workplace health and safety<\/a> of staff on zero hour contracts.<\/p>\n <\/p>\n <\/p>\n <\/p>\n All employers who hire family members must:<\/p>\n <\/p>\n <\/p>\n If you take on any volunteers or voluntary staff you:<\/p>\n <\/p>\n <\/p>\n If you employ young people they must be at least 13 years or older. But, you must also follow special rules on how long they can work and what type of jobs they can do. You must perform a health and safety risk assessment<\/a> before you take on young workers.<\/p>\n As a rule, young people have certain employment rights which include:<\/p>\n Different rules apply for young workers and apprentices on the National Minimum Wage<\/a>.<\/p>\n Note<\/strong>: They get classed as an ‘adult worker<\/strong>‘ once they turn 18 and different rules then apply.<\/p>\n <\/p>\n <\/p>\n\n
\nFull-time and Part-time Employment Contracts<\/h2>\n
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\nFixed-term Employment Contracts<\/h2>\n
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\nHiring Agency Staff<\/h2>\n
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\nIf You Hire Consultants, Contractors, or Freelancers<\/h2>\n
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\nZero Hour Employment Contract (casual contracts)<\/h2>\n
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\nFamily Members, Young people, or Volunteers<\/h2>\n
Employing Family Members<\/h3>\n
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\nEmploying Voluntary Staff and Volunteers<\/h3>\n
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\nEmploying Young People<\/h3>\n
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