Guide
Drugs and alcohol policy
In this guide, we'll look at the risks associated with drug and alcohol misuse in the workplace, how to limit them and how to support staff struggling with substance misuse.
- HR Policies Documentation
Peninsula Group, HR and Health & Safety Experts
(Last updated )
Peninsula Group, HR and Health & Safety Experts
(Last updated )
Read our Top tips on employment contracts for hairdressing & beauty advice guides for employers, or contact us for further HR, Health & Safety and Employment law advice.
A contract of employment is a legally binding document, so you need to think carefully about the content in terms of the obligations it puts on you.
If you write it in there, you have to be prepared to do it! First of all, carefully consider the employment status of the people who work in your salon – are they:
This crucial point will dictate the kind of contractual documentation you give them.
Where your staff are employees, you must give them a written set of main terms of employment by the time they start working for you, regardless of how many hours they work.
Those classified as ‘workers’ must also receive a written statement by the time they start work.
Think about any other policies you want to include to protect you and give you flexibility, such as:
Without including these in the contract, it may be difficult to control these aspects of employment.
Contracts of employment can be amended, but because they’re legally binding documents, changes generally need to be agreed with the employees.
To get some immediate advice on any issues, call one of our expert advisors on 0800 028 2420. Alternatively, request a free consultation with our experienced team.
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