Premier League footballer Jermain Defoe is looking for an Executive PA, advertising the position on the “Secs in the City” website. One could be forgiven for thinking a role like that could make for a pretty cushy and glamorous career. However, with demands ranging from plant watering and dry cleaning to creating a global brand, Keystone’s Brian Palmer examines the challenges faced by those on both sides of the recruitment process.
A recent job advert, boasting of offering a “unique employment opportunity” has caused much debate over the demands influential people place upon their personal help staff. Jermain Defoe advertises that he’s willing to pay anything up to £60,000 for the right candidate – doesn’t sound too bad, right?
However, as the advertisement progresses, it soon becomes clear that Mr Defoe is expecting far more than someone simply to manage his diary. While some of the duties listed seem more than fair, including scheduling appointments and arranging public appearances, Mr Defoe’s wish list perhaps seems to err on the side of overly demanding when it requests that the successful candidate also looks after managing and organising not only Defoe but also his mother, stepfather, sister and nephew. The PA is also expected to be “on call 24/7”. Finally, the PA would have to help to create a global brand for the Jermain Defoe name, essentially becoming a marketer, digital designer and PR guru all in one.
For the individual who chooses to take on such an arduous role, the real danger lies in surrendering themselves to someone that answers to himself and only himself. When working so closely with the rich and famous, there’s no such thing as a designated HR department to monitor fair conduct and help out when things go wrong.
So what are the risks to taking on a job such as this and how can the employee ensure that they are protected?
The key point for both parties is to try to be fair and equitable and to ensure that the contract terms are fully understood, particularly with regard to detailed job descriptions. Both parties will need to be clear as to working hours, holidays and sickness provisions. Typically such PAs become an intrinsic and near indispensable part of the employing individual’s family life. Having them take their own holiday and falling ill at times when the family may have its greatest need can be a source of conflict.
The employee is entitled to have a written employment contract, be given payslips, not work more than the maximum hours allowed per week, and receive statutory maternity and sick pay as well as paid holiday.
While an employee may complain to an Employment Tribunal if unfairly dismissed, subject to two years’ employment, in reality bringing a public claim against a high-profile individual is likely to be the end of an individual’s career as an executive PA. Therefore, seeking to establish clear ground rules with the employer, while demonstrating flexibility as far as possible, is probably the best approach to a successful role. Ultimately, the personal chemistry between the celebrity and the PA will most likely determine the success or otherwise of the role.
From the celebrity employer’s perspective, as well as ensuring the employee’s entitlements set out above, the employer must also ensure that the PA is entitled to work in the UK; put in place employer’s liability insurance; register as an employer and set up and run payroll; and pay the employee’s National Insurance and income tax contributions and statutory benefits.
Written terms should also include a probationary period, during which the employer may assess the PA and easily and swiftly terminate the employment if matters do not work out.
Further, as a person in the public eye, one of the biggest prerequisites will be that the employee treats their role and personal details surrounding the employer’s life with the utmost discretion. To ensure that private information about the employer remains private, it is critical to include in the contract of employment well-drafted restrictions upon the employee protecting the employer’s confidentiality both during and, perhaps more importantly, after employment. Such restrictions will act as a disincentive to the employee to air family secrets or embarrassing facts in public. Further, such contractual protection will help the celebrity in seeking an injunction against any media organisations planning to publish such family details.
This article is for general information purposes only and does not constitute legal or professional advice. It should not be used as a substitute for legal advice relating to your particular circumstances. Please note that the law may have changed since the date of this article.