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The Contract of Employment sets out the key terms and conditions governing the employment relationship between an employer and employee. It provides a clear written record of the role, pay, hours, holiday, benefits, notice, probation, duties and other contractual arrangements, helping both parties understand their rights and responsibilities from the outset.
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Statement of Employment Particulars
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.
1. Employer and Employee Details
Employer: [Employer name], [Employer address]
Employee: [Employee name], [Employee address]
Job Title: [Job title]
Start Date: [Start date]
Continuous Employment Date: [Continuous employment date]
2. Probationary Period
You will be subject to a probationary period of [number] months from your start date. This period allows both you and the Company to confirm suitability for the role. Your manager will review progress during probation, provide feedback and reasonable support, and record outcomes.
The Company may extend the probationary period where, in its reasonable opinion, further time is required to assess performance. During probation, either party may terminate employment by giving [shorter notice period]. Any extension or change to probation will be confirmed to you in writing, with reasons and the duration of the extension.
3. Place of Work
Your normal place of work will be [address]. You may be required to work at other locations as reasonably required by the employer. Where relocation or regular travel would cause unreasonable hardship, the Company will consult with you and seek to agree a suitable arrangement prior to any change.
If your role includes homeworking or hybrid working, specific arrangements will be set out separately and are subject to review.
4. Duties and Responsibilities
You will carry out the duties set out in your job description and any other reasonable tasks required by the employer from time to time. The Company may update your job description to reflect changing business needs; any major changes will be discussed with you in advance. You are expected to comply with reasonable managerial instructions and to perform your duties to the standard reasonably expected for your role.
5. Pay
Rate of Pay: £[amount] per [hour/week/month/year].
Payment Frequency: Paid [weekly/monthly] in arrears/on [day] by [method].
Deductions: Any deductions required by law (e.g. PAYE tax and National Insurance) will be made from your pay. Other deductions (for example, for overpayments or agreed benefits) will only be made with your prior written consent or where permitted by law. The Company will provide payslips detailing pay and deductions.
The Company is committed to pay practices that are fair and transparent and which meet statutory requirements, including the National Minimum/Living Wage where applicable.
6. Hours of Work
Your normal hours are [number] per week, worked between [days/times]. Reasonable additional hours may be required to meet business needs; where this is expected to be regular and substantial the Company will discuss options such as time off in lieu or other arrangements in line with policy.
Working time, rest breaks and maximum weekly working hours are provided in accordance with the Working Time Regulations. Where flexible or agile working is agreed, the specifics will be recorded separately.
7. Holiday Entitlement
You are entitled to [number] days paid holiday per holiday year, plus [public/bank] holidays. Holiday entitlement is pro-rated for part-time employees. The holiday year runs from [date] to [date].
Holiday requests must be approved in advance by your line manager. The Company will endeavour to accommodate preferences but may refuse requests where operational needs require it; any refusal will be communicated promptly with reasoning. Unused holiday should normally be taken in the holiday year in which it is due, though carry-over may be permitted in line with statutory provisions and Company policy (for example where illness prevents taking holiday).
8. Sickness and Absence
If you are unable to attend work, you must notify your manager as soon as possible on the first day of absence and provide an indication of likely duration. Failure to follow the reporting procedure may affect entitlement to pay.
You may be entitled to Statutory Sick Pay (SSP) if you meet the eligibility criteria. The Company may operate an enhanced sick pay scheme; details are set out in the Employee Handbook. The Company encourages early and open communication about health issues so that reasonable adjustments and support can be considered where appropriate.
9. Pension
You will be enrolled into the company’s workplace pension scheme if eligible, in accordance with auto-enrolment legislation. Full details of the pension scheme, contribution rates and opt-out arrangements will be provided separately.
10. Notice Periods
Employee: [notice period]
After one month’s service, at least the statutory minimum notice will apply unless a longer period is stated above. Where the Company seeks to dismiss for gross misconduct, in accordance with disciplinary policy the Company may dismiss without notice where lawfully permitted.
11. Policies and Procedures
Your employment is subject to the Company’s policies and procedures set out in the Employee Handbook, which is non-contractual unless otherwise stated. These policies include, but are not limited to, equal opportunities, disciplinary, grievance, health & safety, data protection and absence management. The Company will make copies of key policies available and will consult with employees on significant changes.
12. Changes to Terms and Conditions
The employer may make reasonable changes to these terms and conditions to reflect changing business needs or legal requirements. Where a change is significant the Company will consult with you and provide written notice of the change. In circumstances where individual consent is required, the Company will seek to obtain it; where lawful variation without consent is necessary, the Company will act reasonably and proportionately.
Signed for and on behalf of [Employer Name]:
Signature: ___________________________
Name: ______________________________
Position: ___________________________
Date: _______________________________
Signed by the Employee:
Signature: ___________________________
Name: ______________________________
Date: _______________________________
Need the complete Employment contract process?
Explore the Employment contract templates toolkit
A Contract of Employment is a legal agreement between an employer and employee setting out the terms governing their employment relationship. It can contain express contractual terms agreed between the parties as well as terms incorporated from other documents, such as relevant policies, handbooks or collective agreements.
The contract provides a clear framework for the employment relationship, covering matters such as the employee's role, pay, working hours, holiday, benefits, probation, notice and key contractual obligations.
A written contract helps both the employer and employee understand what has been agreed and can reduce uncertainty and disputes about employment terms. It can also provide an important reference point when dealing with changes to employment, performance, absence, disciplinary matters, resignation or termination.
Employers must also provide employees and workers with a written statement of employment particulars containing specified information. The principal statement must generally be provided on or before the first day of employment, with certain wider particulars capable of being provided separately within two months. https://www.gov.uk/employment-contracts-and-conditions/written-statement-of-employment-particulars
The template is suitable for employers and HR professionals preparing written employment terms for new employees or reviewing and updating existing contractual arrangements.
A comprehensive contract will normally address the employee's role, place of work, pay, working hours, holiday, sickness arrangements, benefits, probation, pension, notice, confidentiality, intellectual property and relevant workplace policies and procedures.
The precise terms will depend on the role and organisation. Employers should ensure that contractual provisions are appropriate for the particular employee and do not conflict with statutory employment rights.
Related HR resources and workflow
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A welcome letter to a new employee gets them excited for their first day, prepares them for orientation and gives necessary first-day info.
Use these best practice actions, recommended timescales and process stages to understand when and how the Contract of employment should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
An employment contract can contain terms that are agreed verbally as well as in writing. However, employers must provide employees and workers with a written statement of employment particulars containing specified information, with the principal statement generally required on or before the first day of employment. https://www.gov.uk/employment-contracts-and-conditions/written-statement-of-employment-particulars
Not exactly. The written statement sets out particular information that the law requires an employer to provide. The employment contract is broader and can include additional express, implied and incorporated terms. ACAS specifically distinguishes between the two. https://www.acas.org.uk/employment-contracts-and-the-law
HRDocBox combines deep HR knowledge, practical application and years of experience with real employment situations. The document is designed to help employers bring the important terms of the employment relationship together in a clear and practical format rather than simply providing a bare list of statutory particulars.
AI can generate a generic employment contract, but a useful contract needs to reflect the practical realities of the employment relationship as well as the legal requirements. HRDocBox combines UK employment-law knowledge, practical HR experience and best practice to provide a structured starting point covering the key terms employers need to consider.
The principal statement must generally be provided on or before the employee or worker's first day of employment. Certain wider written particulars can be provided separately, but generally no later than two months after employment starts. https://www.acas.org.uk/what-must-be-written-in-an-employment-contract/when-an-employee-must-get-their-written-statement
Yes. Some policies or parts of policies can be incorporated into an employment contract. Employers should make clear which terms are contractual and ensure employees can access any documents that form part of their contractual arrangements.
Contractual changes normally require agreement unless the employer has a valid contractual mechanism or another lawful basis for making the change. Employers should consider the circumstances carefully and confirm agreed changes in writing.
No. A signed contract does not make an unlawful or otherwise unenforceable term enforceable. Contractual provisions must operate within statutory employment rights and other applicable law, and some restrictions may need to satisfy additional requirements to be enforceable.
How this content is developed and reviewed
The Contract of employment template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing employment contract processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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