Contract of employment extended template
20 mins to read, 25 mins to prep
2439 words, 6 A4 pages
Reviewed 15 September 2025
Contract of employment extended
1 Introduction
1.1 This statement is provided in accordance with Section 1 of the Employment Rights Act 1996 and forms part of your contract of employment. It sets out the main terms and conditions of your employment with [Employer Name]. Where the wording refers to the Employee Handbook or Company policies, these are available on request and form part of your employment framework. This statement is intended to be clear and transparent and to reflect both statutory minimums and the Company’s good employment practice.
2 Employer and Employee Details
2.1 Name of Employee: [name]
2.2 Name of Employer: [employer name]
2.3 Address of Employer: [employer address]
2.4 Start date: [start date]
3 Continuous employment
3.1 The date on which your continuous employment began is [start date].
4 Job title: [job title]
4.1 The Company may from time to time require you to undertake additional or other duties as necessary to meet the needs of the Company on a short term basis e.g. holiday or sickness cover.
5 Probationary period
5.1 New employees join the Company on a [number of months] month probationary period.
5.2 During and/or at the end of your probationary period you may be asked to attend employment reviews to discuss your overall work performance and conduct. This may include consideration of your absence record, competency, timekeeping, attitude, and interactions with colleagues and customers. If the Company is satisfied with your overall work performance and conduct, your continuing employment will be confirmed.
If the Company is not satisfied with your overall work performance and conduct, your employment will be terminated
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Legal compliance
In the UK, it is a legal requirement for employers to provide employees with a written statement of their terms and conditions of employment on or before day 1 of employment that must include the following minimum legal requirements:
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Employer's details: Name and business address.
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Employee’s details: Name and job title (or description).
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Start date: When the employment begins.
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Job description: A brief outline of duties.
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Pay details: The amount of salary or wage, frequency of payment, and any benefits.
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Working hours: The days and hours the employee is expected to work.
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Holiday entitlement: The annual leave entitlement, including public holidays.
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Notice period: The required notice for termination by both the employee and employer.
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Place of work: The location where the employee will work (or a statement if they could be required to work elsewhere).
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Sick leave: Details of sick pay and leave arrangements.
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Pension rights: Information on pension schemes, if applicable.
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Disciplinary and grievance procedures: How disciplinary issues and grievances will be handled.
In addition:
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The contract of employment can be provided in paper or electronic format and should be easily accessible to the employee.
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It should be clear and easy to understand, with all terms and conditions explained in plain language.
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It must accurately reflect the agreed terms and conditions of the employment relationship, and that any changes to the terms and conditions are communicated to the employee in writing.
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It is important for both parties to carefully review and understand the terms and conditions of the employment agreement before signing.
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From 6 April 2020, the requirement to provide a written statement of terms and conditions extends to workers, not just employees. This includes casual and zero hours workers.
What is this for?
This extended Contract of Employment template goes beyond the basics to include detailed terms and conditions, covering areas such as Disclosure and Barring Service (DBS) checks, collective agremeents, other paid leave, disciplinary appeal procedures, pay in lieu, garden leave, lay off/short time working, confidentiality, conflict of interest, and other terms and conditions of employment. It ensures both parties have a thorough understanding of their rights and responsibilities throughout the employment relationship.
By providing clarity on these important issues, the contract helps to manage expectations, protect the organisation’s interests, and support fair treatment of employees. It also acts as a valuable reference point should any disputes arise.
This comprehensive approach reflects best practice in HR management, demonstrating the organisation’s commitment to compliance, transparency, and fostering a positive employment experience.
Document sequence
Offer of employment letter template
Our offer of employment letter template ensures clear communication of job offers, outlining terms and expectations for new hires, streamlining the hiring process.
Company welcome letter template
A welcome letter to a new employee gets them excited for their first day, prepares them for orientation and gives necessary first-day info.
Best practice timings
Best practice for using the Contract of employment extended template, including key actions before, during, and after implementation.
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| Step | Description | Responsibility | Timing |
| 1 | Offer of Employment A conditional or unconditional offer is made to the preferred candidate, confirming job title, pay, hours, and start date. Where required, the offer should state that it is subject to pre-employment checks (e.g. right to work, references, DBS). |
HR / Hiring Manager | As soon as candidate selection is confirmed |
| 2 | Acceptance of Offer The candidate confirms acceptance in writing (letter or email). At this point, the employer should acknowledge acceptance and begin onboarding steps. The candidate should also be asked to provide documentation (e.g. right to work, qualifications). |
Candidate / HR | Immediately after job offer is made |
| 3 | Prepare Statement of Employment Particulars HR drafts the Section 1 Statement of Employment Particulars (contract) ensuring that all statutory elements are included, along with company policies, benefits, and any role-specific terms. Drafts should reflect both compliance and best practice wording. |
HR / Line Manager | Following acceptance of offer |
| 4 | Review and Approval The draft statement is reviewed for accuracy and compliance with employment law. It should also be checked against internal policy and pay structures to ensure consistency. Management or senior HR approval may be required before final issue. |
HR / Senior Management | Prior to issuing to the employee |
| 5 | Issue Statement of Terms and Conditions The finalised Statement of Particulars is signed by the employer and issued to the employee. By law, this must be provided no later than the employee’s first day of work. Both parties should sign and retain a copy. The employee should also be directed to the Employee Handbook and policies. |
HR / Employer | Before or on the employee’s start date (legal requirement) |
