Employment conditions

Conditions of employment are the terms and stipulations that dictate the relationship between an employer and an employee. They are found in employment contracts, company policies, or job postings. Outlined within are important contractual details such as:

• Working hours

• Job duties

• Compensation

• Workplace policies

• Benefits

• Termination clauses

These conditions are put in place to ensure a fair and mutually beneficial arrangement for both the employer and employee. They help the employee know what to expect from their job and what is expected of them in return.

Conditions of employment are important not only for establishing a harmonious working relationship but also for legal reasons. Not adhering to conditions of employment that have been clearly outlined and agreed upon by both parties is grounds for breach of contract and your business could face lawsuits from employees.

Should this occur, your business could suffer irreparable reputational damage and have trouble attracting future top talent. Vendors and other third-party services could also be hesitant to continue working with your company.

On the other hand, employees who don't adhere to their conditions of employment may face disciplinary actions, dismissal, or legal consequences. It is important for both parties to fully understand and comply with the conditions of employment to maintain a positive and professional work environment.

Furthermore, having clearly defined conditions of employment can also help prevent misunderstandings or conflicts between an employer and employee. If any issues do arise, the established conditions can serve as a reference point for resolving them in a fair and efficient manner.

When considering international employees, it's essential to remember that conditions of employment may vary significantly depending on the country's laws and regulations. International labour laws, working conditions, social security systems, and cultural norms can all influence the terms of employment.

It's best to consult with an international HR expert or consulting firm to ensure that your business is adhering to the necessary conditions of employment for international employees. This will not only help prevent any legal issues but also show a commitment to understanding and valuing cultural differences in the workplace.

Some conditions of employment focus on job-specific tasks while others cover broader aspects such as benefits and time off. Here are a few examples:

Salary/wages

The term salary/wages refers to the financial compensation employees receive in return for the work they perform. When listed under a condition of employment, salary and wages are defined by the payment frequency, amount, and any applicable bonuses or incentives. Employees also need to understand how increases in salary work over time.

Working hours

Working hours stipulate the amount of time an employee is expected to carry out their job duties. It can be written to define daily working hours, weekly hours, or shift-specific schedules. In an employment contract, you want to include the start and end times of a workday, the number of working days a week, holiday expectations, and break provisions.

Holiday time

Often included as an additional benefit rather than a mandatory one, holiday time outlines the period during which an employee is allowed time off from work to . You need to specify the amount of time to which an employee is entitled, how holiday time is accrued, and the rules for using holiday time.

Sick leave

Similar to holiday time, sick leave they identifies the allocated time off an employee can use when they are unable to work due to illness, injury, or any other emergency. Employees need to know how much sick leave they are entitled to, if it is paid or unpaid, how it accrues over time, and the conditions for using it.

Benefits

Depending on the employee's country of residence, you will need to provide statutory benefits outlined by labour laws. There are additional benefits you may provide to attract better talent to your organisation. These can include maternity leave, social security contributions, unemployment insurance, and family and medical leave, among others.

Job responsibilities

This term refers to the specific tasks, duties, and functions that an employee is expected to carry out in their role. In this section, you need to outline the tasks and duties an employee will perform, the technology they will use to complete their tasks, who they will report to or be supervised by, and what goals or targets they are expected to meet.

Termination conditions

The termination conditions will clearly define for the employee the circumstances and procedures under which employment can be ended. The process for termination by an employer or by an employee needs to be included. You should also outline notice periods required for resignations, severance pay, and how company property should be returned.