Contracts of employment

Q What is a written statement and am I required to supply one to my employees?

A Under the Employment Rights Act (ERA) 1996, all employers are required to provide employees with written information about the main terms of their employment by the commencement of employment. Information, such as pay, holiday entitlement, all paid leave entitlement, working hours including days of the week the employee is required to work, etc in a single document. Other information such as sick leave and discipline and grievance procedures may be contained in other documents. For the full statutory requirements see Link. For additional beneficial contractual clauses see the template on Contracts. Link

Q Do I have to provide all employees with a written contract of employment?
A No, a contract can be written or verbal and will be equally binding on the parties. The problem with verbal contracts is that later in the relationship, it may prove difficult to establish its precise terms.
What you are legally required to do is provide each of your employees with a s.1 (of the Employment Rights Act 1996) Written Statement of Terms and Conditions. This statement must be issued within two months of the start of the employee’s employment with you.

Q When do I have to give an employee their Terms of Employment.
A From 6 April 2020, employees will have the right to the current statement of written particulars from day one of their employment commencing. The rules also now apply to workers as well as employees.
For the full list of terms to be included and those recommended that you do not, See Contracts

Q How can I make a recruitment offer conditional?
A Employer’s often make an offer of employment conditional upon the employee passing certain tests or condition, the most common being the right to live and work in the UK, qualifications and references. The job offer is only completed after all conditions are successfully met. If the applicant does not pass the requirements, the job offer can be simply rescinded. See letters

Q What is a written statement and am I required to supply one to my employees?
A Under the Employment Rights Act (ERA) 1996, all employers are required to provide employees with written information about the main terms of their employment by the commencement of employment. Information, such as pay, holiday entitlement, all paid leave entitlement, working hours including days of the week the employee is required to work, etc in a single document. Other information such as sick leave and discipline and grievance procedures may be contained in other documents. For the full statutory requirements see Link. For additional beneficial contractual clauses see the template on Contracts. Link

Q Do I have to provide all employees with a written contract of employment?
A No, a contract can be written or verbal and will be equally binding on the parties. The problem with verbal contracts is that later in the relationship, it may prove difficult to establish its precise terms.
What you are legally required to do is provide each of your employees with a s.1 (of the Employment Rights Act 1996) Written Statement of Terms and Conditions. This statement must be issued within two months of the start of the employee’s employment with you.

Q When do I have to give an employee their Terms of Employment.
A From 6 April 2020, employees will have the right to the current statement of written particulars from day one of their employment commencing. The rules also now apply to workers as well as employees.
For the full list of terms to be included and those recommended that you do not, See Contracts

Q How can I make a recruitment offer conditional?
A Employer’s often make an offer of employment conditional upon the employee passing certain tests or condition, the most common being the right to live and work in the UK, qualifications and references. The job offer is only completed after all conditions are successfully met. If the applicant does not pass the requirements, the job offer can be simply rescinded. See letters