Care Home Contract
The client is employed by a care organization as a Care Assistant on a permanent basis since 2018, typically working at a specific care home. The employment contract allows for reasonable travel across the employer's portfolio if business needs require, and the employee is not obligated to work outside the country. They work 48 hours per week, and are compensated at an hourly rate, payable every four weeks. The terms include a probationary period and stipulate notifications regarding termination based on length of service, as well as potential requirements to work on public holidays with corresponding compensation.
Questions about this case
These answers have been verified by a lawyer in the LEAP networkCould you check travel arrangements in my contract for working at another care home?
The employment contract specifies that you are primarily required to work at your designated care home but may need to travel within the employer's portfolio based on business needs. The contract does not detail specific terms about travel arrangements, such as expenses or transport. It’s advisable to consult your Team Handbook or HR to clarify any travel-related terms that might not be explicitly stated.
What are the legal obligations regarding travel arrangements specified in my contract?
Your contract indicates that you may be required to travel reasonably across the employer's portfolio, but does not detail expenses or specific arrangements. Travel is considered a job duty, but reimbursement is not guaranteed unless specified in another policy. Check the Team Handbook or HR for clarification.
Are there any specific provisions in my contract for travel expenses?
The contract does not provide detailed provisions regarding travel expenses for moving between care homes. While it states reasonable travel may be expected, it does not guarantee cost compensation unless stated in another company policy. Review your Team Handbook or consult with HR for applicable travel expense policies.
Could there be any potential legal issues regarding travel arrangements?
Potential legal issues may arise concerning how "reasonable" travel is defined in your contract. If travel significantly modifies your working conditions or leads to excessive hours, it may conflict with employment regulations. Ensure that there are clear provisions for reimbursement of any necessary expenses to avoid financial burdens.
How could changes from my current employer affect my travel obligations?
If your employer has undergone a corporate change, you might be required to work at different locations. The reasonableness of such requirements should be communicated clearly by your employer.
Should I be paid for unpaid leave if I refused to work additional shifts, considering my contracted hours have not been met?
If your contract requires you to travel within the employer's portfolio, refusal to work additional shifts could be seen as non-compliance. However, if you have not completed your contracted hours, payment entitlement may depend on specific contract terms. Review your contract for guidance on this.
I raised concerns about unpaid leave in my contract, what should I know?
Your contract doesn’t specifically address unpaid leave, which is generally left to employer discretion unless otherwise agreed. As contracted for 48 hours, you should be paid for hours worked. Discuss any discrepancies with HR.
