5 ms·

Agreed, not until I have a signed employment contract.

• that_guy_iain 3y ago
  You can still run into the same issues. As the blog author. For me, if you're going to be making a move, you've already decided you're making a move. Worrying about the other side withdrawing the offer doesn't worry me that much, especially since in quite a few country there are legal requirements about job offers.
• jrochkind1 3y ago
  It sounds like OP had a signed employment contract. > Thus, the contract with me has been terminated 10 days before it was supposed to take effect. Apparently a contract that allowed no-cause termination. I'm not sure what that contract is good for exactly, but I think this is common in the USA. Whether it's legal in the UK I couldn't say.
  • chippiewill 3y ago
    In the UK you don't get the typical employment rights until after 2 years of employment. Most employment contracts have you on zero-notice until 6 month probation is completed.
    • Arch-TK 3y ago
      > Most employment contracts have you on zero-notice until 6 month probation is completed. No? I've never been on zero months notice. A reduced notice period for probation yes, but never on no notice.
      • mytailorisrich 3y ago
        Always one week notice during probation in my experience. But the point remains that the company can terminate you with very little cause and very little notice when you've just started. So while it is a good idea to wait until at least receiving a signed contract before giving notice to your current job you'll still be at higher risk for some time.
    • Sholmesy 3y ago
      This is misinformation. Maybe you've had this situation/contract, but that is very much not the norm.
    • tonymillion 3y ago
      Yeah that’s wrong. In the first MONTH of employment either side can terminate with immediate notice 1 month - 2 years is 1 week notice After 2 years it’s one week for every year of employment with a cap of 12 weeks That’s notice period, after the first month of service other employee rights kick in and grounds for “instant dismissal” become ridiculously strict. Meaning after the first month, if your performance becomes substandard or interpersonal problems arise you have to be given written notice by your employer (usually 2) and roadmap for correction agreed by all parties after which termination of position can be delivered (which includes the week(s) of notice to which you are entitled, or payment in lieu if you are asked not to come back.
  • dopidopHN 3y ago
    All the contract I signed in the US ( 5 or 6 ) were « at will » Basically a 1 pager stating the total lack of contract between you and the company. And your salary.
    • jrochkind1 3y ago
      I think that's typical in the US. Makes me wonder why even bother calling it a "contract".
      • saagarjha 3y ago
        There’s a lot else in it, like the part where they typically own all your output during that period.
      • deleted 3y ago
        [deleted]
      • dopidopHN 3y ago
        Yeah it’s not like I got a string of abusive contracts. Pay is handsome and some even have actual vacations. But god forbid any type of commitment to each other. I can be fired at will without notice and vice versa.
  • ticviking 3y ago
    Generally the response is to drop a few hundred on a lawyer to write them a stern letter about bad faith and failure to execute the contract. Your specific legal remedies vary so much country to country that it's hard to generalize, but I have been shocked by how quickly nonsense becomes sense when formal letters requesting negotiation and arbitration enter the scene. A labor lawyer generally knows what regulatory remedies exist and can send the letter in a way that it gets attention outside of the HR or and Hiring managers desk.