Employment Contract Template UK: What Must Be Included (2026)

Since April 2020, every employee and worker in the UK must receive a written statement of employment particulars on or before their first day of work. Previously, employers had two months to provide this. Now it must be ready from day one. This guide explains what you are legally required to include and what additional clauses protect your business.

Written statement vs employment contract

Technically, a written statement and an employment contract are not the same thing. An employment contract exists the moment someone accepts a job offer, whether it is written down or not. The written statement of employment particulars is the legal document that sets out the key terms.

In practice, most employers combine both into a single document: the employment contract. This is the recommended approach, as it gives both parties clarity and reduces disputes.

What must be included on day one

The Employment Rights Act 1996 (as amended) requires the following to be provided on or before the first day of work:

Names: The employer's name and the employee's name
Start date: The date employment begins, and the date continuous employment began (if different)
Job title or description: A brief description of the role
Pay: How much the employee will be paid, how often, and the method of payment
Hours of work: Normal working hours, including which days, and whether hours may vary
Holiday entitlement: The amount of paid leave (including whether bank holidays are included) and how it is calculated
Place of work: Where the employee will work, or a statement that they may work in various locations
Sick leave and pay: Terms relating to sickness absence and sick pay
Other paid leave: Details of any other paid leave (e.g., maternity, paternity)
Notice periods: How much notice the employer and employee must give to end the contract
Probationary period: Any probation period and its conditions
Training: Any mandatory training the employee must complete, and whether the employer will pay for it

What must be provided within two months

Some additional information can be provided in a supplementary document within the first two months of employment:

Pension: Details of any pension scheme
Collective agreements: Details of any agreements with trade unions that affect terms
Disciplinary and grievance procedures: Who to contact and the process to follow
Non-compulsory training: Any training provided that is not mandatory

Key clauses to include for protection

Beyond the legal minimum, experienced employers include additional clauses to protect the business:

Confidentiality clause

Prevents the employee from sharing sensitive business information during and after employment. This should cover client lists, pricing, trade secrets, and business strategies.

Restrictive covenants

These limit what an employee can do after leaving, such as working for a competitor or soliciting your clients. Restrictive covenants must be reasonable in scope and duration to be enforceable. Typically, 6 to 12 months is considered reasonable, depending on the seniority of the role.

Garden leave clause

Allows you to require an employee to stay at home during their notice period while still being paid. This protects the business by keeping the employee away from clients, colleagues, and sensitive information.

Clawback clause

If you pay for training or provide a signing bonus, a clawback clause requires the employee to repay some or all of the cost if they leave within a specified period.

TOIL and overtime

If overtime is expected, state whether it is paid or if time off in lieu is offered. Specify the approval process and any caps on TOIL accrual.

The holiday entitlement section

This is one of the most commonly disputed parts of a contract. Be specific about:

The total number of days (e.g., 25 days plus 8 bank holidays)
Whether bank holidays are included in the total or additional
The holiday year (e.g., January to December or date of joining)
Carry-over rules and any limits
How entitlement is calculated for part-time workers
The notice period for requesting leave (e.g., twice the number of days requested)
What happens to unused leave when someone leaves

Probation periods

A probation period is not a legal requirement, but it is common practice. Most employers set a probation period of 3 to 6 months. During this time, the employee may have a shorter notice period (typically 1 week rather than the standard notice). Be clear about:

The length of the probation period
Whether it can be extended and under what circumstances
The notice period during probation
What happens at the end (e.g., automatic confirmation or formal review)

Notice periods

The statutory minimum notice periods are:

Less than 1 month's service: No statutory minimum
1 month to 2 years: 1 week
2 to 12 years: 1 week per year of service
12+ years: 12 weeks

Contracts often specify longer notice periods, especially for senior roles. A common approach is 1 month for most employees and 3 months for management positions.

How Leavely helps manage contract details

Leavely keeps all the key details from your employment contracts in one place:

Employee profiles: Store start dates, notice periods, probation end dates, and working patterns for every team member.
Leave policies: Configure holiday entitlement, carry-over limits, and accrual rules that match your contract terms exactly.
Document storage: Attach signed contracts and policy documents to each employee record.
Onboarding workflow: Ensure every new starter receives and signs their contract before day one.