Contract of employment with written statement of particulars (Great Britain)

When to use this document

• ·You are taking on your first employee in England and need a written contract before they start.
• ·A new starter begins on Monday and you have to give them their written terms on their first day.
• ·Your staff in Wales only have an offer letter and you want proper written terms of employment.
• ·You want one document that is both the employment contract and the statement of employment particulars.

What you fill in

The details the document asks for.

• ·Date
• ·Employer
• ·Employer's company number at Companies House (if a company)
• ·Employer's registered address
• ·Town or city
• ·Employer's postcode
• ·Employee
• ·Employee's address
• ·Employee's postcode
• ·Start date
• ·Earlier date continuous employment began (only if a previous employer's service counts)
• ·Length of the probationary period, if any (e.g. three months)
• ·Job title
• ·Main duties of the job
• ·Place of work (address, or the area and the employer's base if it varies)
• ·Work outside the UK for more than a month at a time, if any (where, how long, pay and terms)
• ·Gross base salary
• ·The pay is an amount
• ·How often pay is paid
• ·Payday (e.g. the last working day of each month)
• ·Normal working hours and days (e.g. 37.5 hours a week, Monday to Friday, 9am to 5.30pm)
• ·Overtime and how it is paid, if any
• ·Annual leave, in working days
• ·Bank holidays: included in the holiday days, or on top of them
• ·Day the holiday year begins (e.g. 1 January)
• ·Sick pay beyond statutory sick pay
• ·Workplace pension scheme (its name, e.g. NEST)
• ·Other benefits, if any (e.g. health insurance, bonus scheme)
• ·Training the employer provides or requires, and who pays for it
• ·Collective agreements that affect the terms (or “none”)
• ·Where staff can read the disciplinary and grievance procedures (e.g. the staff handbook)
• ·Person to write to with a grievance or an appeal (job title)
• ·Notice the employee must give (e.g. one month's)
• ·Notice the employer must give (e.g. one month's, or the statutory minimum if longer)
• ·Law that governs the agreement
• ·Person signing for the employer

Related documents

• Fixed-term contract of employment (Great Britain)

  For an employer in England, Wales or Scotland taking someone on for a set period — maternity cover, a season, a project: a contract with an end date that is also the written statement of particulars the law requires on or before the first day. It includes the protection of the Fixed-term Employees Regulations 2002, the four-year rule for successive contracts and early termination by notice. Each party should take advice before signing. Signed by both; each keeps a copy.

• Agreement changing a contract of employment for hybrid or home working (Great Britain)

  For an employer and an employee in England, Wales or Scotland who agree that the employee will work partly or wholly from home: a signed variation of the contract setting out the pattern of days, the start date, equipment, any contribution to costs, workstation safety, data security, an optional trial period and how the arrangement can be reviewed or ended. Everything else in the contract stays the same. Signed by both; each keeps a copy.

• Employee confidentiality agreement (Great Britain)

  For an employer and an employee in England, Wales or Scotland: an agreement that the employee keeps the employer's confidential information secret during and after the employment, keeps it secure and returns it on leaving. It states plainly what it cannot stop — whistleblowing, reporting a crime, the disclosures a victim of crime may make, speaking about harassment, discrimination or pay — and contains no non-compete or other restriction after the job ends. Signed by both.

• Paternity leave notice to your employer (Great Britain)

  For an employee in England, Wales or Scotland who is the child's father, or the mother's spouse, civil partner or partner: a notice of paternity leave — one week, two weeks together or two separate weeks, within a year of the birth — giving the expected week of childbirth, the dates and the declaration that you will share responsibility for the child's upbringing. Since 6 April 2026 the leave is a right from your first day; the pay still needs 26 weeks' service. Hand it in and email it.

• Notice to take carer's leave (Great Britain)

  For an employee in England, Wales or Scotland who looks after a family member or someone who relies on them with a long-term care need: a notice taking carer's leave under the Carer's Leave Act 2023 — up to one week in any 12 months, from your first day in the job, in half days, days or a whole week. It gives the dates and who the care is for, by relationship only. The employer may postpone, but not refuse, the leave, and cannot require evidence. The law does not insist on writing, but a written notice is your proof. Hand it in and email it, keeping a copy.

• Request to an employer for payslips, P45, P60 or written statement (Great Britain)

  For a worker in England, Wales or Scotland whose employer, or former employer, has not given them their papers: one letter asking for any of missing payslips (section 8 of the Employment Rights Act 1996), a P60 for a tax year, the P45 after leaving, and the written statement of employment particulars (section 1). Fill in only the lines you need; the others drop out. It gives 14 days and names the next steps: a tribunal reference, and telling HMRC. Sent first class and by email.