Employment Contract Template (UK)

Updated on 30 July 2026

In the UK, an employment contract and a "written statement of particulars" usually end up being the same document. The law requires every worker to receive a written statement covering specific minimum particulars — pay, hours, holiday, notice, and more — no later than their first day, and in practice most employers issue this as a single employment contract rather than a bare statutory statement plus a separate agreement.

The contract below is the form: type straight into the highlighted blanks, then both parties sign on the signature lines. Download a clean Word or PDF file with no sign-up and no watermark.

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Employment Contract

This Contract of Employment is made on between of (the "Employer") and of (the "Employee").

1. Position

Job title:
Duties:
Start date:
Place of work:
Normal working hours:

2. Probationary Period

The Employee will serve a probationary period of months from the start date, during which the Employer will assess the Employee's suitability for the role.

3. Pay and Benefits

Salary:: £
Pay frequency:
Holiday entitlement:
Sick pay:

4. Notice

Either party may terminate this Contract by giving written notice to the other, which the Employer confirms is not less than the statutory minimum notice period under the Employment Rights Act 1996.

5. Confidentiality

The Employee agrees to keep confidential all non-public business, technical, and customer information of the Employer, both during and after employment, except as required by law.

6. General

This Contract, together with the Employer's applicable policies, represents the complete agreement between the parties regarding the Employee's employment and satisfies the Employer's obligation to provide a written statement of particulars.

The Employer

Date:

The Employee

Date:

The written statement isn't optional, and it's due on day one

Section 1 of the Employment Rights Act 1996 requires an employer to give a written statement of particulars to every worker (not just employees) no later than the start of their employment — this has been the rule since April 2020. It must cover, among other things: the parties' names, start date (and continuous-employment start date for employees), pay and pay interval, hours of work, holiday entitlement and pay, sick pay, other paid leave, pensions, other benefits, notice periods, job title or description, probationary period details, work location, any collective agreements, and training entitlements. A contract that includes all of this satisfies the legal requirement as well as setting out the employment relationship.

Statutory minimum notice — and it scales with service

Section 86 of the Employment Rights Act 1996 sets the statutory minimum notice an employer must give: one week once the employee has been continuously employed for one month, rising by one week for each further complete year of service, up to a maximum of 12 weeks after 12 or more years. An employee giving notice need only give one week, once they've completed a month's service. A contract can specify a longer notice period than the statutory minimum, but not a shorter one.

Employment Rights Bill: some changes are already law, more are coming

The Employment Rights Bill received Royal Assent in 2025 and is being brought into force in phases. As of the April 2026 phase, day-one statutory sick pay (with the waiting-day and lower earnings limit removed) and day-one paternity, parental, and bereaved partner's leave are in force. Day-one protection from unfair dismissal is expected in a later phase, with a statutory probationary period to be set out in regulations — it is not yet in force, so the standard two-year qualifying period for unfair dismissal claims still applies for now. Check the current commencement status before assuming a specific date.

The clauses, explained

Parties, job title and start date: Identifies the employer and employee, the role, and when employment (and continuous employment, for employees) begins.
Hours, place of work and pay: Working hours, work location, salary, and pay interval — all required particulars under section 1.
Holiday and sick pay: Holiday entitlement and pay, and sick pay arrangements — both required particulars.
Probationary period: The initial period, if any, before the role is confirmed — also a required particular if one applies.
Notice: States the notice period, which must meet or exceed the statutory minimum under section 86.
Confidentiality: A standard clause protecting the employer's confidential business information.

Requirements checklist

Written statement due on or before day one
Every worker must receive a written statement covering the required particulars no later than the start of employment.
Employment Rights Act 1996, s.1
Notice must meet the statutory minimum
One week after one month's service, rising by one week per complete year up to a maximum of 12 weeks after 12+ years.
Employment Rights Act 1996, s.86
Day-one unfair dismissal protection is not yet in force
The Employment Rights Bill will introduce this in a later commencement phase, with the qualifying period to be replaced by a statutory probationary period set by regulations. Confirm the current commencement status before relying on a specific date.

How to use this template

Fill in the role and pay. Type the employer and employee details, job title, start date, hours, and salary into the highlighted blanks.
Set holiday, sick pay and notice. Fill in holiday entitlement, sick pay arrangements, and a notice period that meets or exceeds the statutory minimum.
Add a probationary period if used. State the length, if any, and how it affects notice or confirmation of the role.
Sign, download and issue on or before day one. Both parties sign on the signature lines, then download the contract as a Word or PDF file and give it to the employee no later than their first day.

Frequently asked questions

Do I have to give an employee a written contract in the UK?

You must give every worker a written statement of particulars covering specific minimum content no later than their first day. Most employers meet this by issuing a full employment contract rather than a bare statement.

What's the minimum notice period I can offer?

At least the statutory minimum under section 86: one week after one month's service, rising by one week per complete year up to 12 weeks after 12 or more years. You can offer more, not less.

Does the written statement requirement apply to workers, not just employees?

Yes — section 1 of the Employment Rights Act 1996 applies to workers as well as employees, though a few particulars (like the continuous-employment start date) are employee-specific.

Is day-one unfair dismissal protection already law?

Not yet. The Employment Rights Bill will introduce it, but it's expected in a later commencement phase with a statutory probationary period still to be defined in regulations — check the current status rather than assuming it already applies.

Can I set a probationary period with fewer rights?

A probationary period can affect internal processes like notice or review timing, but it doesn't remove the day-one written statement requirement or reduce statutory minimum notice below what section 86 requires once the relevant service threshold is met.

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Disclaimer

This template and guide are provided for general information only and do not constitute legal advice. UK employment law is changing as the Employment Rights Bill is brought into force in phases. Confirm the current requirements with ACAS or an employment solicitor before relying on this document.