The following must all be included in the same document (the ‘principal statement’):
- the employer’s name
- the employee’s name
- the start date (the day the employee starts work)
- the date that ‘continuous employment’ (working for the same employer without a significant break) started
- pay, including how often and when (for example, £1000 per month, paid on the last Friday of the calendar month)
- working hours
- a brief description of the duties of the job
- the employer’s address
- the places or addresses where the employee will work
- job title, or a brief description of the job
- holiday and holiday pay, including an explanation of how it’s calculated if the employee leaves
The following must also be provided, either in the same document or in separate parts:
- the amount of sick leave and pay
- pension arrangements (if it’s a statutory pension scheme like a workplace pension, the pension provider can provide the information)
- the notice period either side must give when employment ends
- how long the job is expected to last (if its temporary or fixed term)
- any terms and conditions that apply to other employees too (known as ‘collective agreements’)
- who the employee can contact if they have a problem at work
- disciplinary procedures (if they’re not included in the document, the employer must provide instructions on where the employee can find them)
- the process for resolving a problem at work, including how to raise a formal grievance (if this information is not included in the document, the employer must state where the employee can find it)
- if the employee will work abroad, any terms that apply
If the document refers to other documents or steps the employee must take, it’s a good idea to state:
- what they are
- where to find them
Other written information the employer should provide
As well as providing written terms (a ‘written statement of employment particulars’) it’s a good idea if the employer puts the following in writing, so everyone’s rights and responsibilities are clear:
- the job offer
- any benefits, such as private health insurance
- how the employee will be paid (for example, pay will go straight into the employee’s bank account)
- the length of any probationary period
- conditions of any probationary period
- the standards of behaviour it expects from its employees and what happens if these are not met (for example, the employer will report any thefts to the police)
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This article has be adapted from the ACAS website