Do I legally need an employment contract in the UK?

Short answer: yes. If you employ someone in the UK, you must give them a written statement of employment particulars on or before their first day of work. This has been a day-one legal requirement since April 2020, under the Employment Rights Act 1996, and it now applies to workers as well as employees.

What the written statement must include

The main (day-one) statement must cover, as a minimum: the employer and employee names, the start date, pay and how often it's paid, hours and days of work, holiday entitlement, the place of work, job title or description, and any probation period. A wider set of particulars (such as pension and training entitlements) can follow within two months.

What happens if you don't provide one?

Failing to give a written statement isn't a criminal offence, but if an employee brings a separate tribunal claim, the tribunal can award them an extra two to four weeks' pay for the missing statement. More importantly, having no clear written terms makes every other dispute — over pay, notice, hours or duties — far harder to defend.

Contract vs. statement — what's the difference?

In practice they're usually the same document. A good employment contract includes the required statutory particulars plus sensible extras such as confidentiality, notice, and a reference to your disciplinary and grievance procedures. Issue it before the start date and get it signed.

Do part-time, fixed-term and zero-hours staff need one?

Yes — the requirement applies to all of them. Part-time staff must not be treated less favourably than full-timers, fixed-term contracts should state the end date or event, and zero-hours contracts should make clear that hours aren't guaranteed (and must never include an unlawful exclusivity clause).

Getting this right on day one is the single easiest way to protect your business. Our hiring kit includes a fully compliant employment contract with notes for each contract type, so you can issue the right one in minutes.

This guide is general information, not legal advice. For significant or contentious matters, seek advice from a qualified employment-law professional or ACAS (0300 123 1100).

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