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The Employee Prenup

The Employee Prenup: a structured onboarding and contracts framework for employers

That is why the best time to prevent one is before the employee's first day.

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Derek Carter discussing onboarding documents with a client manager across a desk

This is not about starting suspiciously. It is about starting clearly.

A prenup gets a bad name because people assume it plans for failure. In employment, the opposite is true. Writing down the role, the expectations and the support is the single kindest thing you can do for a new starter - and the single most useful thing you can do for the business.

“Hope is not an HR process.”

The problem

Unclear roles cost more than people realise.

  • The role was described in an interview and never written down.
  • Two managers have a different understanding of the same job.
  • Nobody agreed what good performance looks like in the first six months.
  • The induction was a laptop, a login and good luck.
  • The contract was issued weeks after the start date, if at all.
  • When things drift, there is no agreed reference point to go back to.

What changes

What The Employee Prenup changes.

  • The role, responsibilities and reporting lines are written down and agreed.
  • Expectations for the first weeks and months are explicit, not assumed.
  • The employee knows how they will be supported and reviewed.
  • The manager has a documented starting point for every later conversation.
  • The business has proper paperwork in place from day one, not after a problem.

Everything included

Start the working relationship with clarity, not crossed fingers.

A tailored new-starter framework that gives the employee, manager and business a clear understanding of the role from day one.

  • Tailored contract of employment
  • New starter questionnaire
  • Job description template
  • Roles and responsibilities framework
  • Structured induction schedule

OutcomeClear expectations, better onboarding and a documented starting point for the working relationship.

Investment

£1,000

Guided implementation is also available, priced following an initial conversation.

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Documents or proper implementation?

Documents on their own change very little. A contract in a drawer has never improved anyone's first week.

Guided implementation means Derek works with you and your managers to introduce the framework properly: how the induction runs, who holds which conversation, what gets recorded and what happens if something drifts. That is where the value sits.

Who it is suitable for

  • Employers making their first hire.
  • Growing businesses recruiting into new or changing roles.
  • Owner-led businesses without an internal HR department.
  • Construction and site-based organisations onboarding staff quickly.
  • Managers who have inherited a team with no written role clarity.

The Employee Prenup: frequently asked questions

Does this make the relationship feel suspicious?

No. It is the opposite. Nothing in the Employee Prenup implies distrust - it simply writes down what both sides already hope is true. Most new starters find it reassuring to know exactly what is expected and how they will be supported.

Is this just a set of templates?

No. The documents are tailored to your business, the role and how you actually work. Templates are the easy part; the value is in getting the content right and using it properly.

Can you help us implement it, not just supply it?

Yes. Guided implementation is available, including walking managers through the induction schedule and how to run the early conversations.

We already have contracts. Is this still relevant?

Often, yes. Many businesses have a contract but no agreed responsibilities framework, induction structure or written expectations. Derek will review what exists before recommending anything.

How long does it take?

Timescales are confirmed following an initial conversation, once the role and the level of tailoring are clear.

What if we need probation support as well?

The First 90 Days System extends the same thinking through probation, with review structures, support plans and outcome documentation.

What is The Employee Prenup?

The Employee Prenup is a new-starter framework that agrees the important things at the beginning of the working relationship. It includes a tailored contract of employment, a new starter questionnaire, a job description template, a roles and responsibilities framework and a structured induction schedule, so the employee, the manager and the business all start from the same understanding.

About The Employee Prenup

What HR documents does a small business need?

At a minimum, employees need a written statement of employment particulars, and most businesses benefit from a staff handbook covering the core policies their managers rely on day to day. Job descriptions, an induction plan and a probation process make those documents work in practice. The Employer Foundations Package and The Employee Prenup cover both the paperwork and how to introduce it.

The Employee Prenup

How can an employer manage probation properly?

Set expectations in writing at the start, agree what good performance looks like, and hold short, recorded reviews during the period rather than one conversation at the end. If progress is not where it should be, say so early and offer support. The First 90 Days System gives managers the plan, review forms and letters needed to do this consistently.

Probation management support

Guidance last reviewed: 14 August 2026. This page is general information, not individual advice - contact Derek about your own situation.

Recruiting someone soon?

The best time to put this in place is before the offer letter goes out. The second best time is today. Tell Derek about the role and he will tell you honestly what you need.

Talk to Derek