Re-jigging nanny contract - quick query

[RancerDoo]

Do I need to include a disciplinary and grievance procedure? I know the set-formula statutory procedures have gone, so can I omit the whole shebang?

Thanks

I'd just put "Disciplinary procedures as set out in the employee handbook". Then if she ever asked for it worry about it then.

Snurk. Might need to produce a handbook though! Perhaps I'll just put something suitably vague about meetings. Actually, it probably ought not to be too full of steps since it will be contractual and I don't want to paint myself into a procedural corner...

You can refer to disciplinary and grievance procedures being based on ACAS guidelines if you want - but there is no need to specify it in a contract. Much of what constitutes an employment contract does not have to be written down. Only employment particulars like annual leave, sickness etc etc must be specified in writing.

You may find it helps to specify a few things as gross misconduct, ie smoking on the job, being under the influence of alcohol or any other specific clauses.

I would not refer to an employee handbook that does not exist. Asking for trouble really.

Just came across this slightly old thread. This information from Business Link points out that information about disciplinary and grievance procedures does need to be included in the 'principal statement' of employment, which (unless you are producing something separate) is probably the contract.

Yes the written statement of particulars (which are the basic things that do need to be written down) must contain details of disciplinary rules/procedure, (or reference to a procedure elsewhere) and details of how to raise a grievance or at the very least the name of who a grievance should be addressed to.