Employment Contract Checklist UK (2025)
Use this comprehensive checklist to ensure your employment contracts include all legally required elements under UK law and ACAS guidelines.
Legal Requirement
Since April 2020, all workers in the UK must receive a written statement of employment particulars on or before their first day of work. This applies to employees, workers, agency workers, and zero-hours contract workers.
Mandatory Information Checklist
The following information MUST be provided in writing on or before the first day of employment under the Employment Rights Act 1996 (as amended by the Employment Rights (Amendment) Regulations 2020):
Essential Day-One Information
Employer and Employee Names
Full legal names and registered addresses of both parties
Job Title
Clear, specific job title (e.g., 'Marketing Manager' not just 'Manager')
Start Date
First day of employment and commencement of continuous employment period
Place of Work
Primary work location and whether employee may be required to work elsewhere
Salary and Payment
Rate of pay, payment frequency (weekly/monthly), and payment method
Working Hours
Normal working hours per week and working days/patterns
Holiday Entitlement
Annual leave entitlement (minimum 5.6 weeks/year) and how it accrues
Sick Pay and Absence
Sickness absence reporting procedure and sick pay entitlement (SSP minimum)
Notice Periods
Notice required from both employer and employee to terminate employment
Pension Arrangements
Details of workplace pension scheme and auto-enrolment information
Additional Required Information
While these clauses don't need to be provided on day one, they must be given within two months of employment starting:
Optional But Recommended Clauses
While not legally required, these clauses protect your business and clarify expectations:
Probation Period
Typically 3-6 months. Allows assessment of suitability and easier termination if needed.
Recommended: Yes
Confidentiality Clause
Protects sensitive business information, trade secrets, and client data.
Recommended: Yes
Intellectual Property
Clarifies ownership of work created during employment (designs, code, content).
Recommended: For creative roles
Garden Leave
Right to exclude employee during notice period while still paying them.
Recommended: For senior roles
Post-Termination Restrictions
Non-compete and non-solicitation clauses (must be reasonable to be enforceable).
Recommended: For senior/client-facing roles
Data Protection
How employee personal data will be processed under UK GDPR.
Recommended: Yes
Common Mistakes to Avoid
❌ Vague Job Titles
"Team Member" is too vague. Use specific titles like "Customer Service Representative" or "Junior Software Developer."
❌ Ambiguous Working Hours
"Flexible hours" isn't sufficient. Specify core hours or total weekly hours expected.
❌ Missing Notice Periods
Omitting notice periods can cause disputes. Always specify minimum statutory notice.
❌ Incorrect Holiday Calculations
Part-time and zero-hours workers must receive pro-rata holiday. Calculate correctly.
Download Our Complete Checklist
Creating a compliant employment contract from scratch is time-consuming and risky. Our generator includes all mandatory and recommended clauses, updated for 2025 employment law.