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)
Need help making contracts of employment? Contact us to find out how we can help you!
This article has be adapted from the ACAS website
