Communication is the key to the avoidance of disputes between employers and employees, and there is probably no more important a message than the statement of main terms and conditions of employment (SMT). The statement details in straightforward terms the important details about the agreement between the employer and the employee, and ensures that each side knows what is expected of the other. The SMT contains an awful lot of important information, so there isn’t space to cover it in its entirety here, and the nature of the terms and conditions will vary from industry to industry. However, here’s a flavour of the kinds of things it should cover.The statement must cover the most basic facts of the employment contract, that is, the name of the employer and the name of the employee, the title of the job, the salary, the frequency of payments and the place of work. There will also need to be details of the hours of work, especially information such as whether the employee will be expected to work weekends or outside office hours, and if so, whether that will merit overtime payments and at what rate they will be. Holiday entitlements must also be included, and this must say whether public holidays will be included. In many industries, such as entertainment, leisure, emergency services and many branches of retail, employees will be expected to work on public holidays, although a substitute day will often be provided to be taken at a later date. You will also be expected to detail how long the employment will last (if it’s not a permanent position) and how much notice the company will require should the employee choose to leave. There should also be information on how much notice the company is required to give to the employee should they wish to terminate the employment. Learn more about our Employment Law services here.