{"id":8961,"date":"2026-03-23T11:41:27","date_gmt":"2026-03-23T11:41:27","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=8961"},"modified":"2026-04-07T11:01:45","modified_gmt":"2026-04-07T11:01:45","slug":"qa-derecho-laboral-en-el-contexto-empresarial","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/","title":{"rendered":"PREGUNTAS Y RESPUESTAS: Derecho laboral en el contexto empresarial\u00a0"},"content":{"rendered":"<h2 class=\"wp-block-heading\"><strong>Q. \u00bfQu\u00e9 debe incluir un contrato de trabajo seg\u00fan la legislaci\u00f3n inglesa?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">En virtud de la <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/ley-de-derechos-laborales-de-2025-guia-practica-para-empresarios\/\">Empleo<\/a> Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. Historically this could be provided within two months of starting work; since <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/uk-company-law-reforms-from-april-2026-what-businesses-and-directors-need-to-know\/\">April<\/a> 2020 it must be given on day one.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La declaraci\u00f3n escrita debe incluir como m\u00ednimo:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Los nombres del empresario y del trabajador.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>La fecha de inicio del empleo y (si es diferente) la fecha de inicio del empleo continuo.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>El salario y el intervalo de pago.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Horario de trabajo, incluidos los d\u00edas de la semana y si las horas pueden variar.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/paga-de-vacaciones-horarios-irregulares-y-mantenimiento-de-registros-una-guia-practica-para-los-empleadores\/\">Holiday<\/a> entitlement (including public holidays) and holiday pay.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>En <a href=\"https:\/\/rfblegal.co.uk\/es\/ubicacion\/\">ubicaci\u00f3n<\/a> or locations of work.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>El cargo o una breve descripci\u00f3n del trabajo.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Plazos de preaviso.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Probationary period <a href=\"https:\/\/rfblegal.co.uk\/es\/datos-del-cliente\/\">conditions<\/a> (if any).\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Baja por enfermedad y derecho a la paga.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cualquier otra prestaci\u00f3n (incluidas las prestaciones no contractuales).\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Whether the employee <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/puede-un-testamento-anular-mis-acuerdos-anteriores\/\">will<\/a> work outside the UK for more than one month, and if so on what terms.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/rfblegal.co.uk\/es\/pagina-de-inicio-antigua\/edentran\/\">Details<\/a> of any training the employer requires the employee to complete.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Para <a href=\"https:\/\/rfblegal.co.uk\/es\/etiqueta\/senior-partner\/\">senior<\/a> employees, the service <a href=\"https:\/\/rfblegal.co.uk\/es\/base-de-conocimientos\/necesito-un-acuerdo-de-accionistas\/\">agreement<\/a> will typically go&nbsp;considerably further&nbsp;\u2014 covering bonus entitlements, share option rights, garden leave provisions, post-termination restrictions, <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-mercantil\/litigios-comerciales\/derechos-de-autor-medios-de-comunicacion-e-ip\/\">intellectual property<\/a> assignment, and disciplinary and grievance procedures.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. \u00bfQu\u00e9 es el permiso de jard\u00edn y c\u00f3mo funciona?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Garden leave is a contractual arrangement by which an employer, having given notice to (or received notice from) an employee, requires the employee to remain at home during their notice period rather than attending work. The employee&nbsp;remains&nbsp;employed and continues to receive full pay and benefits during the garden leave&nbsp;period, but&nbsp;is not&nbsp;required&nbsp;to perform their <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/deberes-de-los-administradores-que-son-y-que-ocurre-en-caso-de-incumplimiento\/\">duties<\/a> and is typically prohibited from working for a competitor.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Garden leave serves several <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-mercantil\/litigios-inmobiliarios-2\/empresas-ocupantes\/\">comercial<\/a> purposes for employers:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Impide que el empleado acceda a relaciones actuales con clientes, informaci\u00f3n confidencial e inteligencia comercial durante el periodo de preaviso.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>It allows client relationships to naturally &#8216;go cold&#8217; and to be transferred to other <a href=\"https:\/\/rfblegal.co.uk\/es\/etiqueta\/equipo-de-litigios-dj\/\">team<\/a> members.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Act\u00faa como puente entre el empleo y el inicio de cualquier restricci\u00f3n posterior a la finalizaci\u00f3n de la relaci\u00f3n laboral: el tiempo pasado en excedencia por jard\u00edn suele contar a efectos de la duraci\u00f3n de los pactos posteriores a la finalizaci\u00f3n de la relaci\u00f3n laboral.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">To be effective, garden leave must be expressly provided for in the employment contract. An employee who has not been given a contractual <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/el-derecho-de-adquisicion-preferente-claves-para-propietarios-e-inquilinos\/\">right<\/a> to be placed on garden leave cannot&nbsp;generally be&nbsp;kept at home on full pay without their consent \u2014 unless the employer is willing to accept the risk of a <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/despido-improcedente-3\/\">constructive dismissal<\/a> claim.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Es importante se\u00f1alar que los tribunales tendr\u00e1n en cuenta el per\u00edodo de excedencia voluntaria ya disfrutado a la hora de evaluar la razonabilidad de las restricciones posteriores a la rescisi\u00f3n. Un per\u00edodo de excedencia de seis meses cumplido en su totalidad antes de que comience una cl\u00e1usula de no competencia de seis meses puede dar lugar a que se considere que la cl\u00e1usula de no competencia es m\u00e1s larga de lo razonablemente necesario dadas las circunstancias.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. \u00bfQu\u00e9 es el TUPE y cu\u00e1ndo se aplica?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-mercantil\/empleo-empresa\/tupe-y-ventas-a-empresas\/\">TUPE<\/a> \u2014 the <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/normativa-tupe-y-transferencias-de-empleo\/\">Transfer of Undertakings<\/a> (Protection of Employment) Regulations 2006 \u2014 is the legislation that protects employees&#8217; rights when the <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/contratos-comerciales-qa\/\">business<\/a> or undertaking in which they work is transferred to a new employer. TUPE applies in two principal scenarios:&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Transferencias de empresas -&nbsp;<\/strong>where a business or part of a business (an &#8216;economic entity&#8217;) is transferred from one employer to <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/otra-oficina-de-exito-para-el-registro-de-estudiantes\/\">another<\/a> as a going concern. This typically covers an asset sale where the business continues as before under new ownership.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Cambios en la prestaci\u00f3n de servicios -&nbsp;<\/strong>where activities that were previously carried out in-house are outsourced to a contractor, where an outsourced service is re-tendered and a new contractor <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/deniz-oguzkanli-asume-el-cargo-de-socio-principal-de-rfb\/\">takes<\/a> over, or where an outsourced service is brought back in-house.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When TUPE applies, the employees who are assigned to the transferring business or activity automatically transfer to the new employer on their existing terms and conditions. The new employer inherits the employees and all associated rights and liabilities, including outstanding employment <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/reclamaciones-por-deterioro-guia-para-propietarios-de-viviendas-privadas\/\">claims<\/a>. Any dismissal connected with the TUPE transfer is automatically unfair unless it is for an &#8216;economic, technical or organisational&#8217; (ETO) reason entailing changes in the workforce.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In the context of a share purchase, TUPE&nbsp;generally does&nbsp;not apply \u2014 because the company (and therefore the employer)&nbsp;remains&nbsp;the same; only the <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/acuerdos-de-accionistas-qa\/\">shareholders<\/a> change. However, in an asset sale or in a business <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-mercantil\/empleo-empresa\/despidos-y-reestructuracion\/\">restructuring<\/a> following acquisition, TUPE analysis is essential and should be undertaken before any decision is made <a href=\"https:\/\/rfblegal.co.uk\/es\/acerca-de-nosotros\/\">about<\/a> post-transaction staffing.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. \u00bfQu\u00e9 es un acuerdo transaccional y cu\u00e1ndo debe firmarlo un empleado?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A <a href=\"https:\/\/rfblegal.co.uk\/es\/base-de-conocimientos\/establecimiento-en-el-reino-unido\/\">settlement<\/a> agreement (previously called a compromise agreement) is a <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/guia-para-un-contrato-ejecutorio-como-garantizar-que-su-contrato-comercial-sea-juridicamente-vinculante\/\">legally binding<\/a> contract between an employer and an employee by which the employee agrees to waive some or&nbsp;all of&nbsp;their legal claims against the employer in exchange for a financial payment and (usually) an agreed reference. Settlement <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/acuerdos-de-compra-de-acciones-de-qa\/\">agreements<\/a> are&nbsp;most commonly used&nbsp;to resolve or avoid <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/\">employment disputes<\/a> \u2014 most&nbsp;frequently&nbsp;in the context of a <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/redundancia\/\">redundancy<\/a>, a <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-mercantil\/empleo-empresa\/gestion-de-empleados\/\">performance management<\/a> process, or a negotiated exit.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For a <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/acuerdos-transaccionales-y-negociaciones-sin-perjuicio\/\">settlement agreement<\/a> to be legally valid and to effectively compromise the employee&#8217;s <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/asesoramiento-sobre-molestias-legales-para-propietarios-y-agentes-de-la-administracion\/\">statutory<\/a> claims, it must:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Por escrito.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Relate to specific <a href=\"https:\/\/rfblegal.co.uk\/es\/reclamaciones\/\">complaints<\/a> or proceedings.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>El trabajador debe haber recibido asesoramiento jur\u00eddico independiente de un asesor cualificado (normalmente un abogado) sobre los t\u00e9rminos y efectos del acuerdo.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>El asesor debe estar identificado en el acuerdo y debe tener un contrato vigente de seguro de responsabilidad profesional.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The requirement for independent legal advice is important: an employee must take advice from their own solicitor (<a href=\"https:\/\/rfblegal.co.uk\/es\/base-de-conocimientos\/guia-para-propietarios-de-viviendas-que-hacer-si-el-inquilino-no-paga-el-alquiler-en-el-reino-unido\/\">paid<\/a> for by the employer by way of a contribution to legal fees) before signing. An agreement signed without independent advice is not binding.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Whether an employee should sign a settlement agreement depends entirely on the specific circumstances. The financial terms, the employee&#8217;s prospects in an <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/demandas-ante-los-tribunales-de-trabajo\/\">employment tribunal<\/a>, the value of any outstanding claims, the quality of the reference and any tax treatment of the payment are all factors to weigh carefully. Employees should always take specialist advice before signing \u2014 the contribution to legal fees provided by the employer is specifically intended to fund this.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. \u00bfCu\u00e1les son las consecuencias de despedir a un empleado sin seguir un proceso justo?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Dismissing an employee without a fair process \u2014 or without a fair reason \u2014 exposes the employer to claims in the Employment Tribunal and, potentially, the <a href=\"https:\/\/rfblegal.co.uk\/es\/meditacion-civil\/\">civil<\/a> courts. The primary risks are:&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/despido-improcedente-2\/\">Unfair dismissal<\/a> \u2014&nbsp;<\/strong>Los trabajadores con dos o m\u00e1s a\u00f1os de empleo ininterrumpido tienen derecho a no ser despedidos de forma improcedente. Para que un despido sea procedente es necesario que exista un motivo sustantivo justo (como el despido, la mala conducta, la capacidad o la ilegalidad) y un procedimiento justo (que siga el C\u00f3digo de Buenas Pr\u00e1cticas sobre Procedimientos Disciplinarios y de Reclamaci\u00f3n del ACAS). Si el tribunal considera que el despido es improcedente, puede conceder una indemnizaci\u00f3n b\u00e1sica (calculada en funci\u00f3n de la edad, el salario y la antig\u00fcedad del trabajador) y una indemnizaci\u00f3n compensatoria (cuyo l\u00edmite m\u00e1ximo es el m\u00e1s bajo de 52 semanas de salario o 115.115 libras esterlinas en abril de 2025).&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/despido-improcedente\/\">Wrongful dismissal<\/a> \u2014&nbsp;<\/strong>if the employee is dismissed without notice (or without pay in lieu of notice) in circumstances that do not justify <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/como-tener-exito-en-una-solicitud-de-juicio-sumario\/\">summary<\/a> dismissal, they have a claim for wrongful dismissal \u2014&nbsp;essentially a&nbsp;breach of contract&nbsp;claim&nbsp;for the notice pay they were owed. Wrongful dismissal claims can be brought in the Employment Tribunal (up to \u00a325,000) or the civil courts (no cap).&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Loss of <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-pactos-restrictivos\/\">restrictive<\/a> covenants \u2014&nbsp;<\/strong>as described in the chapter on <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/pactos-restrictivos\/\">restrictive covenants<\/a>, a repudiatory <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/que-hacer-si-su-inquilino-comercial-incumple-el-contrato-de-arrendamiento\/\">breach<\/a> of contract (including a wrongful dismissal) may&nbsp;render&nbsp;post-termination restrictions unenforceable. This can be a highly significant commercial consequence, particularly where the departing employee is a key person with valuable client relationships or access to sensitive business information.&nbsp;<\/p>","protected":false},"author":12,"featured_media":8962,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[65],"tags":[87],"class_list":["post-8961","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate","tag-richmond-office"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.10 - aioseo.com -->\n\t<meta name=\"description\" content=\"Q. What must an employment contract include under English law? Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. Historically this could\" \/>\n\t<meta name=\"robots\" content=\"max-image-preview:large\" \/>\n\t<meta name=\"author\" content=\"Sadie Petchey\"\/>\n\t<link rel=\"canonical\" href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/\" \/>\n\t<meta name=\"generator\" content=\"All in One SEO (AIOSEO) 4.9.10\" \/>\n\t\t<meta property=\"og:locale\" content=\"es_ES\" \/>\n\t\t<meta property=\"og:site_name\" content=\"RFB Legal -\" \/>\n\t\t<meta property=\"og:type\" content=\"article\" \/>\n\t\t<meta property=\"og:title\" content=\"Q&amp;A: Employment Law in a Corporate Context - RFB Legal\" \/>\n\t\t<meta property=\"og:description\" content=\"Q. What must an employment contract include under English law? Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. Historically this could\" \/>\n\t\t<meta property=\"og:url\" content=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/\" \/>\n\t\t<meta property=\"og:image\" content=\"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2024\/01\/header_company_logo.svg\" \/>\n\t\t<meta property=\"og:image:secure_url\" content=\"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2024\/01\/header_company_logo.svg\" \/>\n\t\t<meta property=\"article:published_time\" content=\"2026-03-23T11:41:27+00:00\" \/>\n\t\t<meta property=\"article:modified_time\" content=\"2026-04-07T11:01:45+00:00\" \/>\n\t\t<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n\t\t<meta name=\"twitter:title\" content=\"Q&amp;A: Employment Law in a Corporate Context - RFB Legal\" \/>\n\t\t<meta name=\"twitter:description\" content=\"Q. What must an employment contract include under English law? Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. Historically this could\" \/>\n\t\t<meta name=\"twitter:image\" content=\"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2024\/01\/header_company_logo.svg\" \/>\n\t\t<script type=\"application\/ld+json\" class=\"aioseo-schema\">\n\t\t\t{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/qa-derecho-laboral-en-el-contexto-empresarial\\\/#breadcrumblist\",\"itemListElement\":[{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es#listItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\",\"nextItem\":{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/#listItem\",\"name\":\"Insights\"}},{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/#listItem\",\"position\":2,\"name\":\"Insights\",\"item\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/\",\"nextItem\":{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/categoria\\\/corporativo\\\/#listItem\",\"name\":\"Corporate\"},\"previousItem\":{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es#listItem\",\"name\":\"Home\"}},{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/categoria\\\/corporativo\\\/#listItem\",\"position\":3,\"name\":\"Corporate\",\"item\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/categoria\\\/corporativo\\\/\",\"nextItem\":{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/qa-derecho-laboral-en-el-contexto-empresarial\\\/#listItem\",\"name\":\"Q&amp;A: Employment Law in a Corporate Context\\u00a0\"},\"previousItem\":{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/#listItem\",\"name\":\"Insights\"}},{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/qa-derecho-laboral-en-el-contexto-empresarial\\\/#listItem\",\"position\":4,\"name\":\"Q&amp;A: Employment Law in a Corporate Context\\u00a0\",\"previousItem\":{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/categoria\\\/corporativo\\\/#listItem\",\"name\":\"Corporate\"}}]},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/#organization\",\"name\":\"RFB Legal\",\"url\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"url\":\"https:\\\/\\\/rfblegal.co.uk\\\/wp-content\\\/uploads\\\/2024\\\/01\\\/header_company_logo.svg\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/qa-derecho-laboral-en-el-contexto-empresarial\\\/#organizationLogo\",\"caption\":\"header company logo desktop\"},\"image\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/qa-derecho-laboral-en-el-contexto-empresarial\\\/#organizationLogo\"}},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/author\\\/sadie\\\/#author\",\"url\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/author\\\/sadie\\\/\",\"name\":\"Sadie Petchey\",\"image\":{\"@type\":\"ImageObject\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/qa-derecho-laboral-en-el-contexto-empresarial\\\/#authorImage\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/4b4bde29401c22a44b235034af4d81350eb92aeff571312833e6a9abef91bd4c?s=96&d=mm&r=g\",\"width\":96,\"height\":96,\"caption\":\"Sadie Petchey\"}},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/qa-derecho-laboral-en-el-contexto-empresarial\\\/#webpage\",\"url\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/qa-derecho-laboral-en-el-contexto-empresarial\\\/\",\"name\":\"Q&A: Employment Law in a Corporate Context - RFB Legal\",\"description\":\"Q. What must an employment contract include under English law? Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. Historically this could\",\"inLanguage\":\"es-ES\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/#website\"},\"breadcrumb\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/qa-derecho-laboral-en-el-contexto-empresarial\\\/#breadcrumblist\"},\"author\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/author\\\/sadie\\\/#author\"},\"creator\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/author\\\/sadie\\\/#author\"},\"image\":{\"@type\":\"ImageObject\",\"url\":\"https:\\\/\\\/rfblegal.co.uk\\\/wp-content\\\/uploads\\\/2026\\\/03\\\/QA-Employment-Law-in-a-Corporate-Context-JA-scaled.png\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/qa-derecho-laboral-en-el-contexto-empresarial\\\/#mainImage\",\"width\":2120,\"height\":1108},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/perspectivas\\\/qa-derecho-laboral-en-el-contexto-empresarial\\\/#mainImage\"},\"datePublished\":\"2026-03-23T11:41:27+00:00\",\"dateModified\":\"2026-04-07T11:01:45+00:00\"},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/#website\",\"url\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/\",\"name\":\"RFB Legal\",\"inLanguage\":\"es-ES\",\"publisher\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/es\\\/#organization\"}}]}\n\t\t<\/script>\n\t\t<!-- All in One SEO -->\n\n","aioseo_head_json":{"title":"PREGUNTAS Y RESPUESTAS: Derecho laboral en el contexto empresarial - RFB Legal","description":"Q. \u00bfQu\u00e9 debe incluir un contrato de trabajo seg\u00fan la legislaci\u00f3n inglesa? Seg\u00fan la Ley de Derechos Laborales de 1996 (modificada por la Ley de Empleo de 2002 y las reformas del Plan de Buen Trabajo de 2020), un empresario debe proporcionar a todos los empleados y trabajadores una declaraci\u00f3n escrita de los detalles del empleo desde el primer d\u00eda de trabajo. Hist\u00f3ricamente esto pod\u00eda","canonical_url":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/","robots":"max-image-preview:large","keywords":"","webmasterTools":{"miscellaneous":""},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"BreadcrumbList","@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/#breadcrumblist","itemListElement":[{"@type":"ListItem","@id":"https:\/\/rfblegal.co.uk\/es#listItem","position":1,"name":"Home","item":"https:\/\/rfblegal.co.uk\/es","nextItem":{"@type":"ListItem","@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/#listItem","name":"Insights"}},{"@type":"ListItem","@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/#listItem","position":2,"name":"Insights","item":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/","nextItem":{"@type":"ListItem","@id":"https:\/\/rfblegal.co.uk\/es\/categoria\/corporativo\/#listItem","name":"Corporate"},"previousItem":{"@type":"ListItem","@id":"https:\/\/rfblegal.co.uk\/es#listItem","name":"Home"}},{"@type":"ListItem","@id":"https:\/\/rfblegal.co.uk\/es\/categoria\/corporativo\/#listItem","position":3,"name":"Corporate","item":"https:\/\/rfblegal.co.uk\/es\/categoria\/corporativo\/","nextItem":{"@type":"ListItem","@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/#listItem","name":"Q&amp;A: Employment Law in a Corporate Context\u00a0"},"previousItem":{"@type":"ListItem","@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/#listItem","name":"Insights"}},{"@type":"ListItem","@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/#listItem","position":4,"name":"Q&amp;A: Employment Law in a Corporate Context\u00a0","previousItem":{"@type":"ListItem","@id":"https:\/\/rfblegal.co.uk\/es\/categoria\/corporativo\/#listItem","name":"Corporate"}}]},{"@type":"Organization","@id":"https:\/\/rfblegal.co.uk\/es\/#organization","name":"RFB Legal","url":"https:\/\/rfblegal.co.uk\/es\/","logo":{"@type":"ImageObject","url":"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2024\/01\/header_company_logo.svg","@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/#organizationLogo","caption":"header company logo desktop"},"image":{"@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/#organizationLogo"}},{"@type":"Person","@id":"https:\/\/rfblegal.co.uk\/es\/author\/sadie\/#author","url":"https:\/\/rfblegal.co.uk\/es\/author\/sadie\/","name":"Sadie Petchey","image":{"@type":"ImageObject","@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/#authorImage","url":"https:\/\/secure.gravatar.com\/avatar\/4b4bde29401c22a44b235034af4d81350eb92aeff571312833e6a9abef91bd4c?s=96&d=mm&r=g","width":96,"height":96,"caption":"Sadie Petchey"}},{"@type":"WebPage","@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/#webpage","url":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/","name":"Q&A: Employment Law in a Corporate Context - RFB Legal","description":"Q. What must an employment contract include under English law? Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. Historically this could","inLanguage":"es-ES","isPartOf":{"@id":"https:\/\/rfblegal.co.uk\/es\/#website"},"breadcrumb":{"@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/#breadcrumblist"},"author":{"@id":"https:\/\/rfblegal.co.uk\/es\/author\/sadie\/#author"},"creator":{"@id":"https:\/\/rfblegal.co.uk\/es\/author\/sadie\/#author"},"image":{"@type":"ImageObject","url":"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2026\/03\/QA-Employment-Law-in-a-Corporate-Context-JA-scaled.png","@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/#mainImage","width":2120,"height":1108},"primaryImageOfPage":{"@id":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/#mainImage"},"datePublished":"2026-03-23T11:41:27+00:00","dateModified":"2026-04-07T11:01:45+00:00"},{"@type":"WebSite","@id":"https:\/\/rfblegal.co.uk\/es\/#website","url":"https:\/\/rfblegal.co.uk\/es\/","name":"RFB Legal","inLanguage":"es-ES","publisher":{"@id":"https:\/\/rfblegal.co.uk\/es\/#organization"}}]},"og:locale":"es_ES","og:site_name":"RFB Legal -","og:type":"article","og:title":"Q&amp;A: Employment Law in a Corporate Context - RFB Legal","og:description":"Q. What must an employment contract include under English law? Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. Historically this could","og:url":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/","og:image":"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2024\/01\/header_company_logo.svg","og:image:secure_url":"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2024\/01\/header_company_logo.svg","article:published_time":"2026-03-23T11:41:27+00:00","article:modified_time":"2026-04-07T11:01:45+00:00","twitter:card":"summary_large_image","twitter:title":"Q&amp;A: Employment Law in a Corporate Context - RFB Legal","twitter:description":"Q. What must an employment contract include under English law? Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. Historically this could","twitter:image":"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2024\/01\/header_company_logo.svg"},"aioseo_meta_data":{"post_id":"8961","title":null,"description":null,"keywords":null,"keyphrases":{"focus":{"keyphrase":"","score":0,"analysis":{"keyphraseInTitle":{"score":0,"maxScore":9,"error":1}}},"additional":[]},"primary_term":null,"canonical_url":null,"og_title":null,"og_description":null,"og_object_type":"default","og_image_type":"default","og_image_url":null,"og_image_width":null,"og_image_height":null,"og_image_custom_url":null,"og_image_custom_fields":null,"og_video":"","og_custom_url":null,"og_article_section":null,"og_article_tags":null,"twitter_use_og":false,"twitter_card":"default","twitter_image_type":"default","twitter_image_url":null,"twitter_image_custom_url":null,"twitter_image_custom_fields":null,"twitter_title":null,"twitter_description":null,"schema":{"blockGraphs":[],"customGraphs":[],"default":{"data":{"Article":[],"Course":[],"Dataset":[],"FAQPage":[],"Movie":[],"Person":[],"Product":[],"ProductReview":[],"Car":[],"Recipe":[],"Service":[],"SoftwareApplication":[],"WebPage":[]},"graphName":"WebPage","isEnabled":true},"graphs":[]},"schema_type":"default","schema_type_options":null,"pillar_content":false,"robots_default":true,"robots_noindex":false,"robots_noarchive":false,"robots_nosnippet":false,"robots_nofollow":false,"robots_noimageindex":false,"robots_noodp":false,"robots_notranslate":false,"robots_max_snippet":"-1","robots_max_videopreview":"-1","robots_max_imagepreview":"large","priority":null,"frequency":"default","local_seo":null,"breadcrumb_settings":null,"limit_modified_date":false,"ai":{"faqs":[],"keyPoints":[],"titles":[],"descriptions":[],"socialPosts":{"email":[],"linkedin":[],"twitter":[],"facebook":[],"instagram":[]}},"created":"2026-03-23 11:41:29","updated":"2026-04-07 11:56:59","seo_analyzer_scan_date":null},"aioseo_breadcrumb":"<div class=\"aioseo-breadcrumbs\"><span class=\"aioseo-breadcrumb\">\n\t\t\t<a href=\"https:\/\/rfblegal.co.uk\/es\" title=\"Home\">Home<\/a>\n\t\t<\/span><span class=\"aioseo-breadcrumb-separator\">&raquo;<\/span><span class=\"aioseo-breadcrumb\">\n\t\t\t<a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/\" title=\"Insights\">Insights<\/a>\n\t\t<\/span><span class=\"aioseo-breadcrumb-separator\">&raquo;<\/span><span class=\"aioseo-breadcrumb\">\n\t\t\t<a href=\"https:\/\/rfblegal.co.uk\/es\/categoria\/corporativo\/\" title=\"Corporate\">Corporate<\/a>\n\t\t<\/span><span class=\"aioseo-breadcrumb-separator\">&raquo;<\/span><span class=\"aioseo-breadcrumb\">\n\t\t\tQ&amp;A: Employment Law in a Corporate Context \n\t\t<\/span><\/div>","aioseo_breadcrumb_json":[{"label":"Home","link":"https:\/\/rfblegal.co.uk\/es"},{"label":"Insights","link":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/"},{"label":"Corporate","link":"https:\/\/rfblegal.co.uk\/es\/categoria\/corporativo\/"},{"label":"Q&amp;A: Employment Law in a Corporate Context\u00a0","link":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/"}],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Q&amp;A: Employment Law in a Corporate Context\u00a0 - RFB Legal<\/title>\n<meta name=\"description\" content=\"Q. What\u00a0must an employment contract include under English law?\u00a0 Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Q&amp;A: Employment Law in a Corporate Context\u00a0 - RFB Legal\" \/>\n<meta property=\"og:description\" content=\"Q. What\u00a0must an employment contract include under English law?\u00a0 Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good\" \/>\n<meta property=\"og:url\" content=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/\" \/>\n<meta property=\"og:site_name\" content=\"RFB Legal\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/RFBLegal\/\" \/>\n<meta property=\"article:modified_time\" content=\"2026-04-07T11:01:45+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2026\/03\/QA-Employment-Law-in-a-Corporate-Context-JA-scaled.png\" \/>\n\t<meta property=\"og:image:width\" content=\"2120\" \/>\n\t<meta property=\"og:image:height\" content=\"1108\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/insights\\\/qa-employment-law-in-a-corporate-context\\\/\",\"url\":\"https:\\\/\\\/rfblegal.co.uk\\\/insights\\\/qa-employment-law-in-a-corporate-context\\\/\",\"name\":\"Q&amp;A: Employment Law in a Corporate Context\u00a0 - RFB Legal\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/insights\\\/qa-employment-law-in-a-corporate-context\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/insights\\\/qa-employment-law-in-a-corporate-context\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/rfblegal.co.uk\\\/wp-content\\\/uploads\\\/2026\\\/03\\\/QA-Employment-Law-in-a-Corporate-Context-JA-scaled.png\",\"datePublished\":\"2026-03-23T11:41:27+00:00\",\"dateModified\":\"2026-04-07T11:01:45+00:00\",\"description\":\"Q. What\u00a0must an employment contract include under English law?\u00a0 Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/insights\\\/qa-employment-law-in-a-corporate-context\\\/#breadcrumb\"},\"inLanguage\":\"es-ES\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/rfblegal.co.uk\\\/insights\\\/qa-employment-law-in-a-corporate-context\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"es-ES\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/insights\\\/qa-employment-law-in-a-corporate-context\\\/#primaryimage\",\"url\":\"https:\\\/\\\/rfblegal.co.uk\\\/wp-content\\\/uploads\\\/2026\\\/03\\\/QA-Employment-Law-in-a-Corporate-Context-JA-scaled.png\",\"contentUrl\":\"https:\\\/\\\/rfblegal.co.uk\\\/wp-content\\\/uploads\\\/2026\\\/03\\\/QA-Employment-Law-in-a-Corporate-Context-JA-scaled.png\",\"width\":2120,\"height\":1108},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/insights\\\/qa-employment-law-in-a-corporate-context\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/rfblegal.co.uk\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Insights\",\"item\":\"https:\\\/\\\/rfblegal.co.uk\\\/insights\\\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Q&amp;A: Employment Law in a Corporate Context\u00a0\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/#website\",\"url\":\"https:\\\/\\\/rfblegal.co.uk\\\/\",\"name\":\"RFB Legal\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/rfblegal.co.uk\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"es-ES\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/#organization\",\"name\":\"RFB Legal\",\"url\":\"https:\\\/\\\/rfblegal.co.uk\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"es-ES\",\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/rfblegal.co.uk\\\/wp-content\\\/uploads\\\/2024\\\/01\\\/header_company_logo.svg\",\"contentUrl\":\"https:\\\/\\\/rfblegal.co.uk\\\/wp-content\\\/uploads\\\/2024\\\/01\\\/header_company_logo.svg\",\"caption\":\"RFB Legal\"},\"image\":{\"@id\":\"https:\\\/\\\/rfblegal.co.uk\\\/#\\\/schema\\\/logo\\\/image\\\/\"},\"sameAs\":[\"https:\\\/\\\/www.facebook.com\\\/RFBLegal\\\/\",\"https:\\\/\\\/www.linkedin.com\\\/uas\\\/login?session_redirect=company2012282\",\"https:\\\/\\\/www.instagram.com\\\/rfb_legal\\\/\"]}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"PREGUNTAS Y RESPUESTAS: Derecho laboral en el contexto empresarial - RFB Legal","description":"Q. \u00bfQu\u00e9 debe incluir un contrato de trabajo seg\u00fan la legislaci\u00f3n inglesa?  Seg\u00fan la Ley de Derechos Laborales de 1996 (modificada por la Ley de Empleo de 2002 y la Ley de Buenas","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/","og_locale":"es_ES","og_type":"article","og_title":"Q&amp;A: Employment Law in a Corporate Context\u00a0 - RFB Legal","og_description":"Q. What\u00a0must an employment contract include under English law?\u00a0 Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good","og_url":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/qa-derecho-laboral-en-el-contexto-empresarial\/","og_site_name":"RFB Legal","article_publisher":"https:\/\/www.facebook.com\/RFBLegal\/","article_modified_time":"2026-04-07T11:01:45+00:00","og_image":[{"width":2120,"height":1108,"url":"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2026\/03\/QA-Employment-Law-in-a-Corporate-Context-JA-scaled.png","type":"image\/png"}],"twitter_card":"summary_large_image","twitter_misc":{"Est. reading time":"6 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/rfblegal.co.uk\/insights\/qa-employment-law-in-a-corporate-context\/","url":"https:\/\/rfblegal.co.uk\/insights\/qa-employment-law-in-a-corporate-context\/","name":"PREGUNTAS Y RESPUESTAS: Derecho laboral en el contexto empresarial - RFB Legal","isPartOf":{"@id":"https:\/\/rfblegal.co.uk\/#website"},"primaryImageOfPage":{"@id":"https:\/\/rfblegal.co.uk\/insights\/qa-employment-law-in-a-corporate-context\/#primaryimage"},"image":{"@id":"https:\/\/rfblegal.co.uk\/insights\/qa-employment-law-in-a-corporate-context\/#primaryimage"},"thumbnailUrl":"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2026\/03\/QA-Employment-Law-in-a-Corporate-Context-JA-scaled.png","datePublished":"2026-03-23T11:41:27+00:00","dateModified":"2026-04-07T11:01:45+00:00","description":"Q. \u00bfQu\u00e9 debe incluir un contrato de trabajo seg\u00fan la legislaci\u00f3n inglesa?  Seg\u00fan la Ley de Derechos Laborales de 1996 (modificada por la Ley de Empleo de 2002 y la Ley de Buenas","breadcrumb":{"@id":"https:\/\/rfblegal.co.uk\/insights\/qa-employment-law-in-a-corporate-context\/#breadcrumb"},"inLanguage":"es-ES","potentialAction":[{"@type":"ReadAction","target":["https:\/\/rfblegal.co.uk\/insights\/qa-employment-law-in-a-corporate-context\/"]}]},{"@type":"ImageObject","inLanguage":"es-ES","@id":"https:\/\/rfblegal.co.uk\/insights\/qa-employment-law-in-a-corporate-context\/#primaryimage","url":"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2026\/03\/QA-Employment-Law-in-a-Corporate-Context-JA-scaled.png","contentUrl":"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2026\/03\/QA-Employment-Law-in-a-Corporate-Context-JA-scaled.png","width":2120,"height":1108},{"@type":"BreadcrumbList","@id":"https:\/\/rfblegal.co.uk\/insights\/qa-employment-law-in-a-corporate-context\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/rfblegal.co.uk\/"},{"@type":"ListItem","position":2,"name":"Insights","item":"https:\/\/rfblegal.co.uk\/insights\/"},{"@type":"ListItem","position":3,"name":"Q&amp;A: Employment Law in a Corporate Context\u00a0"}]},{"@type":"WebSite","@id":"https:\/\/rfblegal.co.uk\/#website","url":"https:\/\/rfblegal.co.uk\/","name":"RFB Legal","description":"","publisher":{"@id":"https:\/\/rfblegal.co.uk\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/rfblegal.co.uk\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"es-ES"},{"@type":"Organization","@id":"https:\/\/rfblegal.co.uk\/#organization","name":"RFB Legal","url":"https:\/\/rfblegal.co.uk\/","logo":{"@type":"ImageObject","inLanguage":"es-ES","@id":"https:\/\/rfblegal.co.uk\/#\/schema\/logo\/image\/","url":"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2024\/01\/header_company_logo.svg","contentUrl":"https:\/\/rfblegal.co.uk\/wp-content\/uploads\/2024\/01\/header_company_logo.svg","caption":"RFB Legal"},"image":{"@id":"https:\/\/rfblegal.co.uk\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/RFBLegal\/","https:\/\/www.linkedin.com\/uas\/login?session_redirect=company2012282","https:\/\/www.instagram.com\/rfb_legal\/"]}]}},"_links":{"self":[{"href":"https:\/\/rfblegal.co.uk\/es\/wp-json\/wp\/v2\/insight\/8961","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/rfblegal.co.uk\/es\/wp-json\/wp\/v2\/insight"}],"about":[{"href":"https:\/\/rfblegal.co.uk\/es\/wp-json\/wp\/v2\/types\/insight"}],"author":[{"embeddable":true,"href":"https:\/\/rfblegal.co.uk\/es\/wp-json\/wp\/v2\/users\/12"}],"version-history":[{"count":1,"href":"https:\/\/rfblegal.co.uk\/es\/wp-json\/wp\/v2\/insight\/8961\/revisions"}],"predecessor-version":[{"id":8963,"href":"https:\/\/rfblegal.co.uk\/es\/wp-json\/wp\/v2\/insight\/8961\/revisions\/8963"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/rfblegal.co.uk\/es\/wp-json\/wp\/v2\/media\/8962"}],"wp:attachment":[{"href":"https:\/\/rfblegal.co.uk\/es\/wp-json\/wp\/v2\/media?parent=8961"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/rfblegal.co.uk\/es\/wp-json\/wp\/v2\/categories?post=8961"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/rfblegal.co.uk\/es\/wp-json\/wp\/v2\/tags?post=8961"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}