Contract of employment template

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]

• Employer: [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: _______________________________