Employers must provide their workers and employees with their written statement on or before their first day of employment, no matter how long they're employed for.
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.
This statement of terms and conditions of employment is also known as a contract of employment, and is perfect for SME's.
It covers everything required in once document, including details about the hours and days of the week the worker or employee is required to work, and whether they may be varied and how, entitlements to any paid leave, any other benefits not covered elsewhere in the written statement, any probationary period, and any training provided by the employer.
Statement of terms and conditions
This statement dated [date] meets the requirements of the Employment Rights Act 1996. It is the Statement of Initial Employment Particulars relating to the Contract of Employment of the person named below and supersedes any previous such statements or contracts.
Name of Employee: [name]
Name of Employer: [employer name]
Address of Employer: [employer address]
Start date: [start date]
The date on which your continuous employment began is [start date].
Job title: [job title]
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.
New employees join the Company on a [number of months] month probationary period.
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 with the required notice.
The Company reserves the right in borderline cases to extend the probationary period, in the hope that during any further periods, your work performance and conduct will reach a level that is satisfactory to the Company. After such further period, a subsequent employment review will be held and a decision made. Your continuing employment will then either be confirmed, terminated with the required notice or the probationary period could be extended.
[Disclosure and Barring Service (DBS) check
Your employment is conditional upon a satisfactory DBS check and you are expected to cooperate with us in obtaining this. Failure to do so will result in the termination of your employment.]
Place of work
Your normal place of work is at the above address.
You may be required to work at other locations to meet the needs of the business.
You will not be required to work outside the UK.
Your salary is £[salary] per annum.
Payment is made monthly directly into your bank/building society on the [date] of each month.
If a mistake is made in the payment of any monies due, the Company expects to be notified immediately. The error will normally be corrected at the next available opportunity.
Contractual payments and benefits
You are entitled to the following payments and benefits:
[Death in service benefit
The Company provides a death in service benefit of three times your normal annual pay should you die whilst in our employment. Full details are available separately.]
Hours of work
Your normal hours of work are [start time] to [end time], [first day of week] to [last day of week] with an unpaid break of [number] minutes. These normal hours of work may be varied to meet the needs of the Company.
You may be required to work hours in addition to those above. This may include the need to work unsocial hours and weekends.
The Company will provide you with all the necessary training required by your core duties and will meet the costs involved.
The holiday year runs from [start date] to [end date]. Full-time employees are entitled to [number] hours' holiday a year calculated at the rate of 1/52nd of the annual entitlement for each completed week of service in the current holiday year.
During your first year of service, however, your entitlement to take holidays will accrue on the first day of each month of that year at the rate of 1/12th of the annual entitlement. Where the current accrual includes a fraction of a day other than a half-day, the fraction will be treated as a half-day if it is less than a half-day and as a whole day if it is more than a half-day.
[You are required to reserve up to [days] days of holiday to take during the Christmas/New Year period.]
In addition to your holiday entitlement you may take and be paid for the bank/public holidays each year.
The bank/public holidays are: New Year’s Day, Good Friday, Easter Monday, the first Monday in May, the last Monday in May, the last Monday in August, Christmas Day and Boxing Day, or such other days as may be substituted.
Part-time employees are entitled to pro-rata holidays.
If you are dismissed for gross misconduct or leave without giving and working your full notice, you will only be entitled to the statutory minimum holidays for the current holiday year.
A more detailed explanation is contained in the Employee Handbook.
Payment for holidays will be at your normal basic rate under your terms and conditions of employment for your normal hours of work.
On termination of employment holidays will be calculated in proportion to the full entitlement. If you have taken less than this entitlement the surplus holiday pay will be added to your final pay. If you have taken more than this entitlement the excess holiday pay will be deducted from your pay.
The Company is required to pay Statutory Sick Pay for certain periods of sickness absence. Payment may be made to eligible employees for periods of absence of four days or more. There is a maximum period of 28 weeks payment in one period of incapacity for work.
On successful completion of your probationary period, there is also a Company sick pay scheme, which is paid in tandem with SSP. The continuation or variation of this scheme is purely at the discretion o
The full Statement of terms and conditions form template will be available once purchased.
Reviewed 7 May 2022
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