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Employment United Kingdom For businesses

Employment Contract Compliance Check

Check whether your employment contracts include everything required by law.

Start free check 10 questions · 7 minutes · No signup

Did you know? The numbers behind this check.

  • On or before day oneWritten statement required
  • Employment Rights Act 1996Key legislation
  • Pay, hours, holiday, notice, place of workMust include
  • Employees and most workersApplies to

Why this matters.

Under the Employment Rights Act 1996 (as amended), employers must give workers a written statement of employment particulars on or before their first day of work — not within two months as was previously allowed. This statement must cover specific items including pay, hours, holiday entitlement, place of work, notice periods, and details of any probationary period. Failing to provide this, or providing an incomplete one, can result in an employment tribunal awarding additional compensation if the employee brings another successful claim.

Beyond the legal minimum, a well-drafted contract protects your business too — covering confidentiality, intellectual property ownership for work created by employees, post-termination restrictions where appropriate, and clear disciplinary and grievance procedures. Many small businesses use contracts that haven’t been updated in years, missing recent changes like the right to request a more predictable working pattern, or referencing outdated statutory rates and entitlements.

Have these to hand.

  • A copy of your standard employment contract template
  • Your current holiday year and entitlement policy
  • Your notice period terms
  • Whether you use probationary periods

What you’ll get.

  • 1A score out of 100Where you stand today, at a glance.
  • 2Findings ranked by riskWhat could cost you, highest risk first.
  • 3A plan with timeframesWhat to fix first and by when.

This check reviews your employment contract template against the mandatory written statement requirements and common best-practice protections for your business.

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General guidance only, not legal advice. Consult a qualified solicitor or adviser in your jurisdiction for specific issues.