Some of your legal labour rights only come into effect after you have worked for an employer for a certain period of time. It must be a period of uninterrupted employment. In theory, your employer cannot change the terms of your contract without your consent. This document must contain a summary of the main conditions of employment, such as remuneration and working time. Regardless of your employment status, you should have an employment contract when you work. All workers have an employment contract with their employer. A contract is an agreement that defines that of a worker: after 12 weeks of continuous employment in the same role, temporary agency workers are then entitled to the same rights as permanent employees of the company. Any employment contract has “implicit” general conditions for workers and employers, including: an employer may declare that a worker cannot take certain measures during his employment or after the end of it. For example, after the employee has left to prevent him from contacting the company`s customers for a while. Once a person`s employment contract is categorized, the courts have specific rules for determining what its terms are, beyond the legal minimum Charter of Rights. Similar rules for the inclusion of terms and concepts of implication exist as in ordinary treaty law, but in “Gisda Cyf v Barratt”, Lord Kerr stressed that this process of construction must be “intellectually separated” from general contract law because of a worker`s relationship of dependency.  In this case, Ms.
Barratt was informed, in a letter she opened 3 days after her arrival, that her employment relationship had ended. When the employer brought an action for annulment 3 months and 2 days after its arrival, it argued that it was time-barred, since under general contract law, a termination is bound if a reasonable person had read a message. The Supreme Court ruled that Ms. Barratt was in time to bring an action because she was only bound by the notification when she actually licensed it. The applicability of the employment was different in the light of the objective of labour law to protect the worker. From creation to dismissal, employment contracts must be interpreted in the context of the legal protection of employees. HOWARD, G. (2017) Design of employment contracts. 3. The first. London: Law Society.