Support employment contracts, employee handbook and employment law updates, with free phone and email support. Designed for Windows.

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Let us show you around the software’s functionality and how to create and customise your personal contracts of employment and company handbook.

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Our regular employment law webinars will keep you up to date with the topical HR issues that our employers face day to day. 

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Check out our GDPR Support Pages for all you need to know about GDPR. 


It has never been easier to create your contracts of employment.

With Bright Contracts, creating thorough, tailored, professional contracts of employment is quick and easy. What was once a very expensive and time-consuming process (often involving a third-party service provider) can now be done on your PC.

  • Set up as many employees and contracts as required – there are no limits to how many can be added. You can import employees from a CSV file or sync with BrightPay.
  • Tailor your contracts by selecting or entering the employment details for each employee. All types of worker are accommodated. On-screen help gives a clear and concise explanation for any details you may not understand and for what the various choices mean.
  • Add your own text content to any contract. Browse our library of sample additional contract content to cover every eventuality.
  • Customise the contract styles, fonts, page size and margins. Optionally include your company logo.
  • Preview contracts as you build them. Print contracts or export to PDF when ready.
  • Add headers and footers with smart-text.
  • Record the contract date of signature.
  • Minimise effort by copying the settings from other existing contracts.

Your Employee Handbook. Your way.

Bright Contracts starts with a ready-made handbook that fully conforms to the latest employment law guidelines. Additional sections  that may apply to your business are a click away. You can be up and running in minutes.

  • An immediately intuitive and clear user interface makes working with your handbook quick and simple.
  • Start with the ready-made handbook template and add any additional sections that may apply. Edit, delete or re-organise the built-in content, and easily add your own content.
  • Optionally include a cover page with your employer logo.
  • Customise handbook fonts, colours, numbering, page sizes and print margins.
  • Include flexible headers and/or footers with smart-text.
  • Preview your handbook on-screen at any time while you build it (whole handbook or single section). Print or export to PDF when ready.
  • Print a handbook signature page tailored to your workflow.
  • Add your own private notes to help keep track of your decision making.

It‘s like having your own personal employment law expert.

You do not need to have any employment law or HR experience to use Bright Contracts – it's designed for everybody. Our goal is to help you fulfil your employer obligations quickly and easily, giving you more time to run your business.

  • The handbook and contract content for Bright Contracts has been created by a team of experienced HR and Employment Law specialists, all holding Chartered CIPD status and with many years of experience in the fields of HR and industrial relations.
  • On-screen help is included throughout Bright Contracts to explain any choices you may not understand and walk you through the options.
  • When employment law changes, you don't need to worry. We'll send out updates to the content for employment contracts and handbooks, which you can preview or accept with a single click.
  • Handbook content updates are non-invasive. If you have customised the built-in handbook, your hard work will not be modified. Instead, you will be notified of what's new with the option to preview the new content suggestions.
  • Contract content updates will be applied to new contracts only. Your existing agreements with employees will stay as they are word-for-word, just like they should.

Helping you stay in control.

  • The Bright Contracts employer summary gives you an overview of the state of your employees, letting you know if there are any upcoming or outstanding tasks to take care of.
  • Bright Contracts keeps a copy of each handbook version that you give to your employees. Previous versions can be viewed or re-printed.
  • Priority warnings are flagged for employees who:
    • Do not have a handbook
    • Do not have a contract
    • Have an expired contract
  • Other warnings are flagged for employees who:
    • Do not have the latest version of the handbook
    • Have a soon to expire contract
  • Optionally password-protect your employer data and/or any exported PDF documents.
  • Take snapshots of your data and roll-back at any time.

Latest from the Blog.

Aug 22

Posted by
Saoirse Moloney

The Five Steps in Risk Assessment

The five steps in risk assessment are identifying hazards in the workplace, identifying who might be harmed by the hazards and taking reasonable steps to eliminate or reduce the risks, recording your findings, and reviewing and updating your risk assessment regularly.

1. Identifying hazards in your workplace

The first step in risk assessment is identifying hazards. You must identify things in your workplace which pose a risk to the health and safety of staff or visitors. Walk around your premises to consider what could potentially cause a hazard and consult with staff about what they think the risks are.

When performing a general risk assessment, you should look for risks such as:

Slip and trip hazards like deliveries not put away, loose flooring, spillages, etc.

  • Electrical equipment
  • Fire hazards
  • Risks associated with manual handling or lifting
  • Environmental issues, such as ventilation, temperature, or noise levels
  • General maintenance risks, such as damaged or defective equipment, storage, cleaning supplies, or presence of vermin or pests
  • Risks associated with workstations
  • Working at height or objects falling from a height
  • Risks caused by visitors to the workplace
  • Lone working

You must keep an open mind to any risks specific to your industry and premises.

2. Identify who might be at risk

Secondly, you have to identify any particular group of staff whose health and safety is at risk due to the work they do. For example, warehouse workers might be particularly at risk of falls from height or things falling on them, whereas your office staff are more likely to be affected by poorly arranged workstations.

Additionally, sometimes a group of people will be at risk due to a shared characteristic, rather than the nature of their roles, e.g., pregnant women or young people. For example, if you employ any women of child-bearing age, the nature of the work could involve a particular risk to a new or expectant mother or her baby. These risks must be considered in the general risk assessment.

3. Taking steps to reduce or remove the risks

As part of your risk assessment, you must decide what to do about the hazards and risks you uncover, and take action to deal with them.

You must get rid of any hazards that you can and try to reduce the risks posed by any that you cannot remove.

Some suggestions on how to reduce or remove hazards in the workplace include:

  • Changing the design or layout of your workplace
  • Providing different or better work equipment, including any protective equipment
  • Having better premises or a better equipment maintenance regime
  • Providing better welfare facilities, e.g., rest breaks

4. Keeping written records

If you employ more than five people, you are legally required to keep written records of your risk assessments. If you have less than five employees, you do not have to write anything down, however, it is good practice to always keep a record of your risk assessments in writing so you can refer to them if needed.

5. Reviewing your risk assessment

As soon as you become an employer you should perform a general risk assessment. You are then legally required to review and renew your general risk assessment if it is no longer valid or if there have been changes to anything that is covered.

As business changes over time, you should regularly review and update your risk assessment. Annual reviews are common for most businesses.


Related Articles: 

How to Conduct a Risk Assessment for Remote Workers


Read more from the Blog >


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Create tailored professional employment contracts and staff handbooks. Available for employers in the UK and Ireland.

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