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Written statement of particulars

All employees and workers are entitled to a written statement of particulars on the first day they start work. It’s vital that employers understand what must be included. Read this guide for more information.
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A written statement of employment particulars (often simply referred to as a ‘written statement’) contains some of the main terms and conditions of employment. It is, however, distinct from the Employment contract.

Employers must provide the principal statement of the written statement to employees and workers on the first day of employment. Additional documents (also known as the ‘wider written statement’) must be provided within two months of starting work. Failure to do so can result in legal action being brought by the employee and a possible award being made by an Employment Tribunal.

A written statement may be made up of more than one document, but the main document (known as the ‘principal statement’) must include at least the following:

  • name of the business/employer

  • name of the employee

  • job title or a description of work

  • employment start date (and, if a previous job counts towards a period of continuous employment, the date the period started)

  • payment amount and frequency

  • hours of work (together with any irregular hours)

  • holiday entitlement and how this is calculated

  • location of work (and details of any other locations where work may need to be carried out)

  • expected length of any temporary contract - and the end date of a fixed-term contract

  • length and conditions of any probation period

  • obligatory training (whether or not paid for by the employer)

  • benefits (eg lunches)

Details of the following must also be provided to the employee on their first day of employment and may either be included in the principal statement or in other documentation:

The wider written statement (which must be given to employees within two months of the start of employment) must include information on:

  • pensions

  • collective agreements (ie any terms and conditions that also apply to other employees)

  • disciplinary and grievance procedures

  • any additional rights to non-compulsory training provided by the employer

Unlike a written statement of particulars, employers are not legally required to provide a full written contract of employment to their employees. However, it is advisable to do so.

Employment contracts can be verbal (partially or fully) although that is unusual.

If a written contract of employment is provided to employees, which contains all the details necessary in a written statement, then a separate written statement is not required. Rocket Lawyer's Employment contract also meets the requirements of a written statement of particulars.

If an employee works abroad for more than a month, the written statement must also include (or refer to a separate document which includes):

  • length of time to be spent abroad

  • payment currency

  • details of any additional pay and benefits

  • any terms relating to return to UK

The employee must also be provided with information on legal rules in that country in respect of working hours and rest breaks, holiday entitlement and minimum pay.

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