Many businesses offer a standard contract of employment which has no relevance to the road transport industry. In any transport business there are special requirements which the Operator may wish to agree with its employees.

A properly prepared contract in clear English sets out the conditions of employment on both sides from the outset (or from its introduction perhaps when a wage review is negotiated). It leaves no one in any doubt as to the terms and conditions. It is invaluable if things go wrong and cases are taken to an Industrial Tribunal.

If all the terms and conditions are known at the outset, many employees, who might otherwise have taken proceedings against their employer when faced with the clear conditions of the contract, decide that they have not been unfairly treated and do not pursue a claim for alleged unfair dismissal.

Middle management, who "hire and fire" are clearly aware of the contractual position and extremely costly mistakes are thus avoided.

The cost of setting up a proper system of contracts with employee handbooks for all employees is relatively modest and, when compared with the cost of even one disputed application to an Industrial Tribunal, is insignificant.

Of course, we cannot promise that a disgruntled employee will not go to the Industrial Tribunal but, if the presence of a contract dissuades even one such application within an organisation it has been money very well spent.

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