The Employment Act provides minimum terms and employment protections. Contracts should identify the employer, role, location, hours, remuneration, benefits, leave, confidentiality, IP, data, discipline, notice and termination. Policies should address equality, harassment, grievance, health and safety, remote work and information security.

Register PAYE, NSSF, Social Health Authority and other applicable employer obligations before payroll. Check sector wages, wage orders and any collective bargaining agreement. Contractor classification follows substance: personal service, control, integration and economic dependence may indicate employment despite a consultancy title.

Termination requires a valid reason and fair process. Investigate, explain the allegation, allow a response and record the decision. The Act identifies grounds that are not fair reasons, including pregnancy, lawful leave, trade-union participation and protected discrimination grounds.

Redundancy is process-sensitive. Section 40 requires notifications, objective selection, leave settlement, notice and statutory severance conditions. Engage legal and HR teams before announcing a restructure. Outsourcing or sale can also create employee consultation, accrued liability and continuity issues.

Protect IP and confidential information with tailored terms and good access controls. Post-employment restrictions should protect legitimate interests and remain proportionate. Maintain personnel, payroll, leave, safety, training and disciplinary records, and handle employee data under the Data Protection Act.