Employment contracts

1. Do I have to give every employee a contract?
2. Surely there can't be a contract if there is nothing in writing?
3. Can I make a job offer conditional - for example, on taking up references or a medical?
4. Can I make a job offer subject to successful completion of a probationary period?
5. What does the written statement of terms and conditions cover?
6. Apart from the written statement, what else forms part of the contract?
7. How can I minimise the risk of being bound by contractual terms which I do not want?
8. Are employment contracts the same for part-time employees?
9. How do I handle short-term or contract employees - people I'm taking on for a couple of months or less?
10. Can I change the terms of an employment contract?
11. What can I do if employees will not agree to a change in their employment contracts?
12. Under what circumstances might an employee claim breach of contract or constructive dismissal?
13. What would my potential liability be if an employee claims breach of contract or constructive dismissal?
14. If a change to employment contracts is essential for the survival of the business, would it reduce any compensation for constructive dismissal?
15. How are claims for breach of contract or constructive dismissal handled?
16. At what point does an employment contract become binding?
17. If employees belong to a trade union, who do I negotiate changes to employment contracts with?
18. What can I do if I discover that an employee is offering to do work for our customers independently?
19. How can I use the employment contract to protect the company against an ex-employee who has resigned or been dismissed?
20. Are there any special terms I need to consider for senior employees and directors?