Full contract of employment incorporating the s.1 ERA 1996 written statement plus employer-protective terms (confidentiality, post-termination restrictions, deductions).
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
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CONTRACT OF EMPLOYMENT (incorporating the section 1 Employment Rights Act 1996 written statement)
This Contract is made between (), the "Employer", and , the "Employee", employed as "" from .
1. JOB TITLE AND DUTIES 1.1. The Employee is employed as "" and shall perform the duties reasonably associated with that role, and any other duties reasonably required by the Employer.
2. PAY 2.1. Pay: , paid , not less than the applicable National Minimum Wage / National Living Wage rate. 2.2. Sick pay: the Employee is entitled to Statutory Sick Pay (SSP) only, subject to the eligibility rules in force. The Employer operates no additional company sick pay scheme. 2.3. Pension: the Employer operates a qualifying workplace pension scheme and will automatically enrol the Employee if the statutory age and earnings criteria are met. The Employee may opt out after enrolment and will be re-enrolled periodically, as required by law.
3. HOURS AND DAYS OF WORK 3.1.
4. OVERTIME 4.1. .
5. HOLIDAY 5.1. days per year, pro-rated for part-time work (statutory minimum 5.6 weeks / 28 days including bank holidays for a full-time employee).
6. PROBATION AND NOTICE 6.1. 6.2. Statutory minimum notice periods apply as a floor in any event. Payment in lieu of notice: the Employer may end the employment immediately and pay basic salary in lieu of all or part of the notice period. The payment covers basic salary only and does not include benefits or bonus, unless required by law.
7. DEDUCTIONS FROM WAGES 7.1. 7.2. Save as set out above, no deduction will be made from the Employee's wages unless required or permitted by statute, or the Employee has given prior written consent, in accordance with Part II of the Employment Rights Act 1996.
8. CONFIDENTIALITY AND POST-TERMINATION RESTRICTIONS 8.1. 8.2. Any post-termination restriction in this clause applies only to the extent reasonably necessary to protect the Employer's legitimate business interests; wider restrictions may be unenforceable.
9. DISCIPLINARY AND GRIEVANCE PROCEDURES 9.1. The Employer's disciplinary and grievance procedures, which do not form part of this contract, are set out in a separate document and follow the Acas Code of Practice.
10. GOVERNING LAW AND JURISDICTION 10.1. This contract is governed by the law of , and the courts and employment tribunals of have jurisdiction over any dispute.
⚠️ The Employment Rights Act 2025 changes the legal landscape through 2026–2027 (day-one sick pay and paternity/parental leave from April 2026; a reduced 6-month qualifying period for unfair dismissal and a ban on "fire and rehire" from January 2027; guaranteed hours for zero-hours workers during 2027). Review this contract against the position in force at the date of issue.
SIGNATURES Employer ______________ / on behalf of / Employee ______________ / /
This is a boilerplate template, not legal advice. Employment, consumer-protection, food safety, and health & safety law in the United Kingdom differs between England, Wales, Scotland, and Northern Ireland, and is changing significantly through 2026–2027 under the Employment Rights Act 2025 — have this document reviewed and adapted by a solicitor (and, for disciplinary/grievance matters, checked against the current Acas Code of Practice at acas.org.uk) before use.
5 of 14 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.