When must a UK employment contract be given to a new employee?

On or before the first day of work. Since 6 April 2020 the written statement of particulars is a day-one right and it covers workers as well as employees, so casual and zero-hours staff need one too. A few items — pension, collective agreements, and training entitlement — can follow within two months, but everything else has to be in the day-one document.

What must a UK employment contract legally include?

Section 1 of the Employment Rights Act 1996 sets the list: the names of the parties, start date and continuous employment date, pay and pay intervals, hours of work including any variability, holiday entitlement, place of work, job title or description, probation terms, notice on both sides, sick pay and other paid leave, benefits, training, and details of any disciplinary and grievance procedures. Most disputes come from the hours and notice provisions, so check those twice.

Is a verbal employment contract valid in the UK?

Yes — a contract of employment exists as soon as the offer is accepted, written or not. What the law requires in writing is the statement of particulars. Relying on a verbal agreement means that when a term is disputed, the tribunal reconstructs it from payslips, emails and what actually happened, which rarely favours the employer.

Can I change an employee's contract after they have signed it?

Only with their agreement, under a genuine contractual flexibility clause, or after a fair consultation process with a sound business reason. Imposing a change unilaterally risks a constructive dismissal or unlawful deduction claim, and the statutory Code of Practice on dismissal and re-engagement allows a tribunal to uplift an award by up to 25% where it has been ignored. For anything significant, take advice before you write to staff.

Does this template work for zero-hours or casual staff?

No. This is drafted for permanent PAYE employees on a standard pattern. Zero-hours and casual arrangements need different wording on hours, on whether there is any obligation to offer or accept work, and on how holiday accrues. Senior hires usually need a director's service agreement instead, with proper notice, garden leave and restrictive covenant provisions.

Reviewed by David White · Director · MCIPD, BA (Hons), MA Strategic HRM · Updated 21 June 2026

Templates · Word · Employment Contracts

Employment Contract Template (UK)

Free Word download for UK employers, written and reviewed by our HR team.

A solicitor-drafted UK employment contract that meets the Section 1 statement requirements introduced in April 2020. Suitable for most permanent, full-time employees. Delivered as an editable Word document (.docx).

What this contract covers

All particulars required by section 1 of the Employment Rights Act 1996, in a single document
Job title, duties, start date and continuous employment date
Pay, pay intervals, hours of work and any variability in days or times
Holiday entitlement and how it accrues, plus sickness absence and sick pay
Notice on both sides, probation terms and the length and conditions of any probationary period
Confidentiality, intellectual property, data protection and post-termination restrictions
Pension, benefits, place of work and any mobility requirement

When to use this contract

Use for any new permanent employee on a standard PAYE basis. Not suitable for senior executives (use a Director's service agreement instead) or for workers on zero-hours terms.

Issuing the contract correctly

1
Issue it on or before day one
Since April 2020 the written statement of particulars must be given on or before the first day of employment, and it applies to workers as well as employees. Issuing it during week one is a breach, and a tribunal can award two or four weeks' pay where another claim succeeds.
2
Complete every bracketed field
Blank or contradictory fields are where contract disputes start. Pay particular attention to hours, probation length, notice and holiday year, because those are the terms most often argued about.
3
Check it against the reality of the role
If the person will work variable days, be on call, or travel between sites, the contract has to say so. A contract that does not match the actual working arrangement is worth very little when you need to rely on it.
4
Get it signed and keep the record
Signature is not legally required for the statement to be valid, but a signed copy removes the argument about what was agreed. Store it with the right to work record and the new starter checklist.

How to complete it

Open the Word file, complete every bracketed field, add your own letterhead, then print or send for signature before the employee's first day. Provide a copy on day one.

Common mistakes we see

Using the same contract for employees and for casual or zero-hours workers, where different terms are needed
Copying restrictive covenants from an executive contract into a junior role, where they will be unenforceable
Leaving the probation clause silent on notice during probation
Failing to reissue or vary the contract when pay, hours or duties change

This template is provided for general use and does not constitute legal advice. If your situation is complex, contact one of our HR experts before sending or signing.