Workers Standart Statement of Terms and Conditions
This document outlines the standard terms and conditions for a worker's engagement, often referred to as a written statement of employment particulars. It covers key aspects such as job title, place of work, pay, holiday entitlement, and grievance procedures. It clarifies that certain benefits like maternity/paternity pay are typically only available to employees, not workers.
Standard statement of terms and conditions/ written statement of employment particulars
You [name of worker] commenced the engagement with [name and address of employer] on [date engagement commenced].
You are engaged as a [job title].
Or
A brief description of the work for which you are engaged [brief job description].
Your place of work is [address of workplace].
Or
You are required/permitted to work at the following places.
And
You may be required to work outside the UK in the course of this engagement for up to one month.
Your pay will be [state pay rate or scale or method of calculating remuneration].
You will be paid [state intervals eg weekly or monthly and the date and method of payment].
You are entitled to unpaid breaks in accordance with your statutory entitlement.
As a worker, you will not be entitled to maternity, paternity or adoption pay or leave, dependent or parental bereavement leave and pay, which are only available to employees.
We may offer you work as it becomes available, although there is no guarantee that we will be able to do so. You are not obliged to accept any work offered. Any work would normally be performed [put in here the usual parameters for this workplace within which you would be offering work, if there are any, eg ‘monday to friday, between 8.45am and 6pm, which are our normal office hours’]. Where we intend to offer you work in any week, we will give you as much notice as we can, but we will normally contact you by phone or text by 4pm on the Friday prior to that week at the latest.
There is no probationary period attached to your assignment.
Your holiday entitlement depends upon the number of hours worked, and is based on the appropriate proportion of the full-time entitlement of 5.6 weeks per annum. We calculate your paid leave using the statutory calculation, which requires us to average the last 52 weeks upon which you have done any work for us, or to take an average from the weeks that you have worked, if it is fewer than 52. Holiday pay will be paid [state here when you will pay holiday if it is at regular intervals or if it is when holiday is booked], and any such pay accrued and unpaid at the end of your assignment will be paid with your final remuneration.
As a worker, you will not be entitled to statutory sick pay if you cannot work because of sickness.
You may qualify for a pension, which is provided in accordance with our duties on pensions auto-enrolment in accordance with Part 1 of the Pensions Act 2008 and details can be obtained from/found in [refer to external document].
There are no training requirements attached to this engagement. On-the-job training will be provided by us as appropriate.
Or
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England & Wales note
This version is drafted for England & Wales. Scotland and Northern Ireland differ on some points — for example notice periods and tribunal procedure. Tell GitLaw where you hire and it adjusts the draft.
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