Employment Law

Employment Contract Solicitors for Employers in Solihull

Clear, practical employment contracts tailored to your business, your people and the way you work

At Pearcelegal Solicitors, our employment law team advises employers in Solihull and the West Midlands on employment contracts under the law of England and Wales. We draft contracts for new appointments and review existing terms when roles or working arrangements change.

An employment contract can be agreed verbally, in writing or through conduct. It may also include implied terms and terms incorporated from other documents. The statutory written statement records prescribed employment particulars. The contract can extend beyond that statement.

Sections 1 to 3 of the Employment Rights Act 1996 require employers to give employees and workers specified written particulars. The main document must be provided no later than the beginning of employment. Particulars covering pensions and collective agreements may be supplied within two months. The same deadline applies to specified information about non-compulsory training and the note on disciplinary procedures.

We draft terms around the role and the risks your business needs to manage. Your employment contracts can address probation and flexible working. Separate clauses can protect confidential information and govern termination.

Your solicitor will explain what each clause means. We can identify gaps and align the terms with your policies. If you propose changes, we will advise you on consultation and agreement before you issue any revised terms.

If you need a new employment contract or want existing terms reviewed, contact Pearcelegal on 0121 270 2700 to arrange a free 30 minute consultation. You can also contact us online.

Our employment contract services

Your documents should match each role and the way your business operates. Our services include:

Drafting contracts for employees
Preparing written statements for workers
Reviewing template contracts and offer letters
Recording pay and working hours
Setting out holiday and notice terms
Drafting probation provisions
Addressing home and hybrid working
Covering mobile working arrangements
Protecting confidential information
Addressing intellectual property ownership
Drafting post-termination restrictions
Setting out bonus and commission terms
Recording contractual benefits
Aligning contracts with staff handbooks
Advising on fixed-term arrangements
Reviewing part-time contracts
Updating contracts after a promotion
Advising on proposed contractual changes

We take the time to ask how various roles in your organisation work and where flexibility is needed. We also establish the key information you, as a business owner, need to protect. You can be confident that we will draft employment contracts that suit your company and market sector, not simply deliver an off-the-shelf document.

Why choose Pearcelegal?

Pearcelegal has served the Solihull community for over 40 years from its town-centre office. When you ask us to prepare or review your employment documents:

We tailor the terms to the role and your working arrangements.
Your solicitor explains the proposed clauses in plain English.
Our employment and dispute resolution work helps us identify wording that could cause a dispute.
We can align the contract with your staff handbook and workplace policies.
We agree our charges before work begins.

Page updated: 21st October 2026

Frequently asked questions

Should policies be contractual?

Some policies can form part of the employment contract, while others can be non-contractual. Keeping procedures non-contractual usually makes them easier to update, while important rights such as pay or benefits may need contractual protection. Each policy should clearly say whether it forms part of the contract.

What if terms are missing?

A worker can ask an employment tribunal to decide what should have been included in their written statement. If they also win another qualifying employment claim, the tribunal may award an additional two or four weeks’ pay, subject to the relevant legal conditions and limits.

Are restrictive covenants enforceable?

Not always. Restrictions that apply after employment ends - for example, preventing someone from approaching customers - must protect a genuine business interest and go no further than reasonably necessary. A court will consider matters such as the employee’s role, the length of the restriction and the activities or geographical area it covers.

When must I record a change?

If you change one of the employee’s main written terms, you must normally confirm the change in writing within one month. If the change involves working outside the UK for more than one month, you may need to provide the information before the employee leaves. You should also keep a written record showing what was agreed.

Can I change a contract?

Usually, you will need the employee’s agreement. A contract may allow you to make certain changes, but you must use this power reasonably and only for changes covered by the relevant clause. Making changes without agreement could lead to a dispute or legal claim.

Can I use one template?

You can use a standard template as a starting point, but you should adapt it for different roles. For example, senior employees may need stronger confidentiality clauses, while sales staff may need detailed commission terms. The contract should accurately reflect how the particular job will work.

What should an employment contract contain?

This depends on the job, but the contract will usually cover:

Pay and working hours

Holiday entitlement

Place of work

Notice periods

Probation

Benefits

It may also need clauses covering confidential information, intellectual property or other issues specific to the role. The contract must include, or direct the person to, all the employment information that the law requires.

Must every employee have a written contract?

No. An employment contract can be agreed verbally or through the way the employer and employee work together. However, employees and workers must receive a written statement setting out their main employment terms on or before their first day. Employers can provide additional information within two months.