Level 2 Award in Employment Responsibilities and Rights in Health, Social Care and Children and Young People’s Settings Workbook

Level 2 Award in Employment Responsibilities and Rights in Health, Social Care and Children and Young People’s Settings Workbook Contents
Modules Topic Contracts of employment Anti-discrimination Age discrimination Statutory rights and responsibilities Disability discrimination Working hours, rest breaks and holiday entitlement Maternity/Paternity, parental and adoption leave Absence and sickness Data protection and access to personal information Health and safety Contracts of employment Anti-discrimination Procedures and documentation within your organisation Working hours and holiday entitlements Sickness
Employment contracts are legally binding on both the employer and employee and serve to protect each other’s rights and responsibilities. The terms (legal parts) of the contract can be in a variety of forms, including:       Verbally agreed In a written contract (or similar document) In an employee handbook or on a company notice board In an offer letter from your employer Required by law, for example, your employer must pay you at least the minimum wage In collective agreements or implied terms

A contract of employment comes into force as soon as a firm offer of employment has been made and accepted, even if agreement has only been verbal e.g. at an interview. By law all employees are entitled to a written statement of the key terms and conditions of their employment within two months of starting work, providing the contract is to last for more than one month. Conditions of employment can relate to the employee (notice periods, salary/wages, benefits, work hours) or to the company (discipline/grievance procedures, other things required by law). Employment contracts may be open-ended (permanent), for temporary periods of employment or for fixed-terms; or for full or part-time work. Changes to employment contracts must be made following procedures,