Contract Checklist
Employment Contract Checklist for Great Britain
In Great Britain, employees and workers should receive the principal written statement on day one. Minimum-wage rates depend on age and apprentice eligibility; holiday, sick pay and pension rights depend on the applicable rules and employment status.
Legal Basis
ERA 1996
Day-One Right
Since 2020
Review nine common terms in your written statement and related documents. This is a partial checklist for Great Britain (England, Scotland and Wales), not a test of whether a contract is lawful or complete. Northern Ireland rules differ. Tick an item only when you can find the information; some particulars can be supplied in accessible separate documents.
Your Contract Details
Tick each item that is clearly stated in your written contract or statement of employment particulars.
Checklist Status
—
Items Present
— / 9
Items Missing
— / 9
Assessment
Tick the items included in your contract and press "Check My Contract" to see which listed items are present or missing.
How the employment contract checker works
The checker asks nine yes-or-no questions about key terms that should appear in a Great Britain employment contract or written statement of employment particulars. Simply tick each item that is clearly stated in your written contract.
The result counts the listed items you ticked. Green means all nine listed items are ticked, amber means some are unticked and red means none are ticked. These colours do not establish legal compliance: the list omits other required particulars and does not examine the wording or legality of any term.
For each missing item, the checker explains why it matters and what rights you have. This is not legal advice — it is an educational checklist to help you locate common terms and questions to raise with your employer; it cannot assess compliance with the Employment Rights Act 1996 (as amended).
UK employment contract law: what you need to know
Since 6 April 2020, employees and workers in Great Britain are entitled to a written statement of employment particulars on or before their first day of work. Previously, this right only applied to employees (not workers) and employers had two months to provide it. The law was strengthened to ensure everyone knows their terms from day one.
The written statement must include the following as a minimum:
- Names: the employer's name and the employee's or worker's name
- Job title or description: the role or a description of the work
- Start date: and the date continuous employment began if different
- Pay: how much, how often, and method of payment
- Hours: normal working hours and days, and whether they may vary
- Holiday: annual leave entitlement including bank holidays
- Place of work: where you are expected to work
- Probationary period: conditions and duration if applicable
- Benefits: any non-pay benefits provided by the employer
Sick pay, other paid leave and notice information must be provided on day one, in the principal statement or accessible separate documents. Pension arrangements, collective agreements, non-compulsory training and disciplinary/grievance procedures can be supplied within two months. Consult the full official list; this tool does not check every requirement.
If your employer fails to provide a written statement, you can make a claim to an employment tribunal. The tribunal may award compensation of two or four weeks' pay. For free, impartial advice, contact ACAS on 0300 123 1100.
Frequently asked questions
What must legally be included in a UK employment contract?
Since 6 April 2020, employers must provide a written statement of employment particulars on or before the first day of work. This must include the employer's name, the employee's name and job title, start date, pay rate and frequency, hours of work, holiday entitlement, place of work, notice periods, and details of any probationary period. Sick pay, other paid leave and notice information must be available on day one, although accessible separate documents can be used. Pension arrangements, collective agreements, non-compulsory training and disciplinary/grievance procedures can follow within two months. This is not an exhaustive checklist.
Is a verbal employment agreement legally binding in the UK?
Yes, a verbal agreement can form a legally binding contract of employment. However, employers are still required by law to provide a written statement of employment particulars. Without a written document, it becomes much harder to prove the agreed terms if a dispute arises. A verbal-only arrangement leaves both parties vulnerable and may indicate the employer is not meeting their legal obligations.
Can my employer change my contract terms without my agreement?
No. An employer cannot unilaterally change the terms of your employment contract without your consent. Any changes must be agreed by both parties. If your employer changes your terms without agreement, this could be a breach of contract. In some cases, imposing changes without consent may entitle you to claim constructive dismissal at an employment tribunal.
Do zero-hours contract workers have the same rights to a written statement?
In Great Britain, employees and workers, including zero-hours workers, should receive the principal written statement on day one. Wider particulars can follow within two months. Zero-hours workers also have the right to the National Minimum Wage, paid holiday, rest breaks, and protection against unlawful discrimination, regardless of how many hours they work.
What notice period am I entitled to under UK law?
The statutory minimum notice period depends on how long you have been employed. During the first month there is no statutory minimum. After one month, the minimum is one week. After two years, it is one week for each complete year of service, up to a maximum of 12 weeks. Your contract may specify a longer notice period, which takes precedence over the statutory minimum.
What should I do if my employer has not provided a written contract?
If your employer has not provided a written statement of employment particulars, you should first raise this with them in writing. If they still do not provide one, you can make a claim to an employment tribunal. The tribunal can order the employer to provide the statement and may award compensation of two or four weeks' pay. You can also contact ACAS for free advice on 0300 123 1100.
This is a checklist, not a finding that a contract is lawful. The principal written statement is due on day one; some wider particulars can follow within two months. Contracts can also include oral and implied terms. Great Britain rules are summarised; Northern Ireland can differ.