What must be included in your written Statement of Terms? This is a legal document that should be issued to all new Employees within 2 months of starting work with your Employer.
If any items change your employer should confirm this in writing within 4 weeks.
a) who the parties to the contract are (name of the company and the employee);
(b) the date when your employment began and the date when your period of continuous employment began taking into account any employment with a previous employer which counts;
(c) the scale or method of calculating pay, and the intervals at which it will be paid
(d) any terms and conditions relating to hours of work (including any terms and conditions relating to normal working hours);
(e) any entitlement to holidays, including public holidays, and holiday pay;
(f) the title of the job you are employed to do, or a brief job description;
(g) your place of work, or if you are required to work at various places, an indication of this and the employer’s address.
(h) where the employment is temporary, the period it is to continue for (or the date it is to end);
(i) any terms and conditions relating to incapacity for work due to sickness or injury, including any sick pay provisions;
(j) any terms and conditions relating to pensions and pension schemes;
(k) the length of notice required from both parties;
(l) details of any collective agreements (with a trade union) which affect your terms and conditions and, where the employer is not a party, by whom they were made;
(m) where you are required to work outside the UK for more than one month:
(i) the period of work outside the UK;
(ii) the currency in which he or she is to be paid;
(iii) any additional remuneration and any benefits to be provided because of the requirement to work outside the UK;
(iv)any terms and conditions relating to his or her return to the UK;
(n) a note setting out:
(i) any disciplinary rules or reference to a reasonably accessible document setting out those rules;
(ii) the names or descriptions of any persons to whom the employee can apply if dissatisfied with any disciplinary decision, and how such application should be made;
(iii) the name or description of any person to whom the employee should apply for the redress of a grievance, and how such application should be made;
(iv) what further steps might be necessary following any such application or reference to a reasonably accessible document explaining them;
(o) whether a contracting-out certificate is in force.
Where there are no employment particulars to be stated under a paragraph, that fact should be stated.
The statement can refer to other documents for details of sick pay, pensions, and disciplinary and grievance procedures.
The employer must give you a written statement of any changes to the particulars of employment not later than one month after the change.
Where there is a change in the identity of the employer but continuity of service is not broken, a new statement of particulars need not be given, but the employee must be notified in writing of the change.
None of these provisions apply if you are employed for less than one month.
If you have any concerns about your rights to a written statement contact our Advice Line for further help.