Employment Contract (England & Wales)

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Questions about this document

Does this satisfy the section 1 statement requirement?

Yes. Section 1 of the Employment Rights Act 1996 requires a written statement of particulars on or before the employee’s first day, and the contract includes every required particular in its Particulars page and clauses, so you do not need a separate statement. Give it to the employee to sign before or on day one and keep a signed copy.

What changed on 6 April 2026 and does the contract reflect it?

The Employment Rights Act 2025 made statutory sick pay payable from the first day of sickness with no lower earnings limit, made paternity leave and unpaid parental leave day-one rights, and raised the collective redundancy protective award to up to 180 days’ pay. The sick pay and family leave clauses say what the law now says; contracts written before April 2026 usually state the old waiting days and qualifying periods.

Can I include a probation period?

Yes. The contract has a probation clause with a shorter notice period during probation and an option to extend it. Further changes to unfair dismissal rights are expected in 2027, and the guidance notes explain how the clause is drafted with that in mind so you are not caught out when they arrive.

Does it work for part-time and fixed-term employees?

Yes. The Particulars page covers full-time, part-time and fixed-term employment, and the hours, pay and holiday clauses pro-rate for part-time staff. It is not for genuinely self-employed contractors (use our Consultancy Agreement) or for casual and zero-hours arrangements, which need different wording.

Can I use it for a sponsored Skilled Worker?

Yes, nothing in the contract conflicts with sponsor duties, but the job title, duties, hours and salary must match the Certificate of Sponsorship and the sponsorship rules for the role. Check those details against your sponsor licence guidance or with your adviser before issuing the contract.

Are the confidentiality and non-compete clauses enforceable?

Confidentiality and intellectual property clauses are enforceable in the ordinary way. Post-termination restrictions such as non-compete, non-solicit and non-deal clauses are only enforceable if they go no further than reasonably necessary to protect a legitimate business interest, so the optional clauses are drafted narrowly and should be tailored to the role rather than used at their widest.

Do I also need a staff handbook?

Not to make the contract work. The contract refers to your disciplinary and grievance procedures, as section 1 requires, and many small employers rely on the Acas Code of Practice for those. A handbook becomes useful once you have several staff and want policies on things like expenses, equipment and data that you can change without reissuing contracts.

Often needed together

The documents landlords and employers use alongside this one.

Mutual Non-Disclosure Agreement

£8.99

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Consultancy Agreement (Independent Contractor)

£14.99

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Get this and the documents above in the Employer Starter Pack 2026 (UK) for £29.99 and save £10.98.