Employment Particulars for England

Written Statement of Employment Particulars

Under the Employment Rights Act 1996

  1. Employee. _____________ of _____________, _____________, _____________.
  2. Employer. _____________ of _____________, _____________, _____________
  3. Employment Start Date. Employment will commence on _____________.
    1. Continuous Employment.
  4. Job Description
    1. Title. _____________
    2. Duties. _____________
  5. Place of Work
    1. Location. Employee's work location is _____________, _____________, _____________
  6. Pay
    1. Amount. per
    2. Payment Frequency. Every _____________
  7. Work Hours
  8. Holiday Entitlement
    1. Entitlement. Employee is entitled to _____________ in addition to bank and public holidays. The holiday year begins in _____________. If Employee's employment has begun after the commencement of the holiday year Employee will be entitled to holiday pay proportional to the length of service for the remainder of that holiday year.
    2. Public holidays may be substituted by agreement with Employer. Employer reserves the right to require Employee to take any unused holiday entitlement, whether booked or not, during Employee's notice period.
  9. Holiday Pay. Holiday pay will be paid at the basic rate. Upon termination of employment, Employee will be entitled to pay in lieu of any unused holiday entitlement or be required to pay to Employer pay received for holiday taken in excess of holiday entitlement. Any sums so due may be deducted from any money owing to Employee and Employee irrevocably authorises Employer to make such deductions.
  10. Sickness and Injury.
    1. Scheme Terms. If Employee is absent for seven days or less, upon return to work Employee shall immediately complete a self-certification form. If Employee is absent for more than seven days, upon return to work Employee will be required to provide a medical certificate from a General Practitioner stating the reason for absence. Employee is required to remain conversant during periods of sickness or injury.
  11. Pension
    1. Contracting Out Certificate. A contracting out certificate under the Pensions Act 1993 is not in force.
  12. Notice of Termination
    1. Employee Notification. Employee shall give Employer _____________ weeks' notice of Employee's intention to terminate this employment.
    2. Employer Notification. Employee's entitlement to notice from Employer shall be, subject to any probationary period, one week's notice after the first month of employment. After two years of continuous employment the notice period will be extended to two weeks' notice plus an additional week's notice for every continuous year of employment over two years, subject to a maximum of twelve weeks' notice.
  13. Period of Employment.
  14. Collective Agreements. The details of the collective agreement that directly affect the terms and conditions of Employee's employment are as follows: _____________
  15. Work Outside the United Kingdom.
  16. Disciplinary Rules and Grievences
    1. Applicable Disciplinary Rules. The Employer will always comply with the Statutory Procedures as a minimum. For further details of the discipline and dismissal procedure applicable to this employment, Employee should refer to Human Resources.
    2. Applicable Grievence Procedure. If Employee has any grievance in relation to Employee's employment, Employee should raise it with their direct line manager orally or in writing. In the event that it is not appropriate to raise the grievance with Employee's direct line manager, Employee should raise it with Human Resources or his or her direct line manager's manager. For further details of the grievance procedure applicable to this employment, Employee should refer to Human Resources.
    3. Dissatisfaction. If Employee is dissatisfied or has concerns with a grievence, disciplinary or dismissal decision Employee should apply to _____________ in writing.

SIGN: _________________________ DATE: _____________

PRINT: _____________

SIGN: _________________________ DATE: _____________

PRINT: _________________________

On behalf of _____________

Instructions for Your Employment Particulars



Using a employment particulars is the easiest way an Employer can fulfil its obligation to provide the Employee with the particulars of employment. Even though the Employer is not required to provide all the relevant details in one document, the Employment Particulars has been carefully designed to ensure that all of the Employer's statutory requirements are fulfilled in one succinct document.

Executing the Employment Particulars

The employment particulars must be given to the Employee within 30 days of the commencement of employment. The Employer should print two copies and provide one copy to the Employee to keep as a record. The Employer's copy should be signed and dated by the Employee as proof of receipt.

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Employment Particulars

A written statement of employment particulars summarises all the main terms of employment and fulfils an employer’s legal obligation in regard to providing a written statement of the main terms and conditions of employment. LegalNature provides step-by-step guidance to help you create an employment particulars tailored to your specific needs.

The agreement allows you to customise all of the necessary terms, including the payment structure, holiday entitlement, benefits, length and type of employment.

By using LegalNature’s online form builder, any employer can cut human resource costs by eliminating the need for solicitors whilst storing all documents in one safe and easily accessible place. LegalNature can help you get started with your employment particulars in just a few simple steps.

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