Employment Contract (UK) - Worker

Employment Contract (UK) - Worker

This statement lists the 'particulars' (terms and conditions) of your engagement with us as of [statement date] which are required to be given to you under the Employment Rights Act 1996.

Names of the worker and employer and the start date

You [worker name] began working for [employer name] on [employment start date].

Job title or a Brief description of the job

Job title

You'll be employed as [job title].

Brief description of the job - use either A or B

A brief description of your work is [brief description of work].

Your responsibilities are set out in the job description attached to this statement.

Make sure to attach job description if B is used.

Your job description may be amended by us and, in addition to duties set out in the job description, you may be required to undertake additional or other reasonable duties as necessary to meet the needs of our business.

Pay

Your pay will be [pay terms].

You'll be paid [pay frequency].

Place of work

Use either or both options

Your normal place of work is [workplace address].

You may be required to work at [details or address of other workplace].

Working abroad

You may be required to travel outside of the UK for a total of up to [number of months working abroad] in any 12-month period.

If the worker may be required to travel abroad for longer than 1 month, use the relevant following options.

You'll be paid in [currency of pay while working abroad] while you're working outside the UK.

While you're working outside the UK, in addition to your pay, you'll be paid [details of any additional pay or payments while working abroad].

While you're working outside the UK, you'll be entitled to [details of any additional benefits while working abroad, for example use of a company vehicle].

The terms and conditions relating to your return to the UK are [terms and conditions for returning to the uk].

Working hours

Your normal working days and hours are [working hours] with a daily paid or unpaid lunch break of [duration of lunch break] depending on pro rata hours agreed.

Variable hours or days of work

Your hours of work or days of work may change. [details of how hours or days of work can vary and how, for example weekly or monthly].

Holiday entitlement

Your holiday entitlement is [holiday entitlement].

Other benefits

Use either A, B or C.

You’ll be entitled to [details of additional benefits, for example health insurance, discounted gym or use of a company vehicle]. Your entitlement to these benefits will start [start of entitlement to benefits].

You're also eligible for other benefits, as set out in our benefits policy, if you meet the qualifying criteria. Our benefits policy can change over time. The benefits policy is available from [policy source].

You're not entitled to any benefits other than those set out in this statement.

Absence and sick pay

If you're absent from work for any reason, you must inform [contact for absences] by [absence notice method] as soon as possible, but no later than [absence notice requirement].

For absence of 7 days or less, you can self-certify.

On your return to work you must complete and return a self-certification form to your manager. This must be returned before the end of your first day back at work.

For absences of 7 days or more because of sickness or injury, you must get a fit note from a registered healthcare professional. This could be a:

doctor

nurse

occupational therapist

pharmacist

physiotherapist

All sickness or injury absences will be added to your employment record.

Sick pay

Use either or both options.

You may be entitled to get paid if you're not able to work due to 'incapacity' (sickness or injury). [give terms of pay as set out in statutory sick pay guidance or in your organisation's sick pay terms for workers].

You may be eligible for contractual sick pay. [terms of contractual sick pay].

Other paid leave

Use A, B or C

You may be eligible for statutory paid leave, including [applicable statutory paid leave].

You may be eligible for additional paid leave, including [applicable additional paid leave].

Further information can be found in the respective policies, which are available from [policy source].

Pension arrangements

Use either A or B.

If you're eligible, we'll automatically enrol you into our occupational pension scheme in accordance with our obligations under Part 1 of the Pensions Act 2008. If you do not opt out of automatic enrolment, details of the scheme will be provided once you join.

Pension terms and conditions are [pension terms and conditions].

Pension terms and conditions can be found [policy source].

Training

We offer [for example, in-house and external] training and in some cases [for example, time off work to undertake training], subject to certain eligibility requirements and other conditions. Details of this training are set out in [policy source].

We require you to complete [compulsory training courses that the organisation will pay for, for example induction training]. We will pay for the cost of this training.

You're required to complete [compulsory training courses that the organisation will not cover the cost for] at your own expense.

Probationary period

Use either A or B.

There is no probationary period.

There is a probationary period of [probation period] for new workers. During this time, your probationary period terms include [probationary period terms].

Notice period

During your probationary period, the notice that you or your employer must give to end your employment is [probation notice period].

After your probationary period, the notice that you must give to end your employment is [employee notice period].

We may end your employment at any time by giving you [employer notice period].

The notice you must give to end your employment is [employee notice period].

We may end your employment at any time by giving you [employer notice period].

Collective agreements

A 'collective agreement' is an agreement the employer has with employees' representatives (including trade unions) that allow terms and conditions like pay or working hours to be negotiated on behalf of workers.

Use A or B.

There are no collective agreements.

[dates and parties involved in relevant collective agreements for this contract]

Grievances

If you need to raise a grievance, you should put it in writing to [grievance contact].

If the grievance is not resolved to your satisfaction, or if the grievance relates to your manager, you should contact [grievance contact].

Disciplinaries and dismissals

Use either A or B.

The disciplinary rules which apply to you are [details of any disciplinary procedure that applies to workers or where they can find details].

There is no disciplinary procedure for workers.

If you're unhappy with any decision taken in relation to you, including a decision to dismiss you, you should contact [grievance contact].

Confidentiality

You must not, at any time during or after your engagement, use, disclose, or communicate any confidential information relating to us, our clients, suppliers, or partners, except as required to perform any work we offer you. “Confidential information” includes business plans, client lists, technical information, and any information reasonably understood to be confidential. You must take reasonable steps to protect this information and return or delete any documents or data on request.

Intellectual Property

Any work, designs, documents, software, or other materials you create for us during your engagement (“Work Products”) will belong to us. You assign all intellectual property rights in these Work Products to us and agree to sign any documents needed to confirm this.

Indemnity

You agree to indemnify us against any losses, claims, or damages arising from your negligent or unlawful acts while performing work under this engagement.

Data protection

If, in performing any work for us, you process personal data, you must comply with all applicable data protection laws and any instructions we give. You must implement appropriate technical and organisational measures to keep data secure.

Health and safety

You must comply with our health and safety policies while performing work, and report any hazards, accidents, or unsafe conditions immediately.

Governing law and jurisdiction

This agreement is governed by the law of England and Wales, and any dispute will be subject to the courts of England and Wales.

Please sign and return the statement to confirm you've received and accepted these terms.

Worker's signature:

Date:

Manager's signature on behalf of the organisation:

Date: