The written statement of employment particulars: what must be in it on day one

Who gets one, and when

Both employees and workers are entitled to a written statement of their main terms. The core of it, called the principal statement, must be given on or before the first day of work. It can be part of the employment contract or a separate document. Many small employers simply make sure their contract template covers every item below.

What the principal statement must contain on day one

• The employer's name.
• The person's name, job title or a description of the work, and their start date.
• How much they are paid and how often.
• Their hours and days of work, whether these can vary, and whether they may have to work Sundays, nights or overtime.
• Their holiday entitlement, and whether it includes public holidays.
• Where they will work, and whether they may have to relocate. If they work in several places, where those are and the employer's address.
• How long the job is expected to last, or the end date of a fixed-term contract.
• The length and conditions of any probation period.
• Any other benefits.
• Any training they must do, and whether the employer pays for it.
• For employees, the date a previous job started if it counts towards continuous employment.
• If they will work outside the UK for more than a month: how long, the currency of pay, any extra pay or benefits, and terms for coming back.

Also on day one, in the statement or an accessible document

These three can be in a separate document, as long as the person can easily access it, such as a staff handbook on your intranet:

• Sick pay and sickness procedures.
• Other paid leave, such as maternity and paternity leave.
• Notice periods.

Within two months

The wider written statement, covering the remaining items, must be given within two months of starting:

• Pensions and pension schemes.
• Any collective agreements that affect their terms.
• Any other right to non-compulsory training you provide.
• Disciplinary and grievance procedures.

Keeping it accurate

A written statement describes the job at the start. When pay, hours, place of work, job title or other particulars change, you must tell the person in writing. Most employers keep a simple change letter template for this.

For sponsored workers it matters twice over. Appendix D requires a signed contract or written statement showing the job details, hours and pay, and a compliance officer will compare it with the Certificate of Sponsorship and with what the worker says they do. A statement that still shows the original hours after a reduction is a problem waiting to be found.

Probation periods, and why they matter more from 2027

The statement must state the length and conditions of any probation. From 1 January 2027, the government plans to reduce the qualifying period for unfair dismissal protection to 6 months. A probation period that is longer than 6 months, or that nobody actually reviews, gives far less protection than many employers assume. Set a clear length, review it on time, and record the outcome.

Sources

• GOV.UK: Employment contracts and conditions, written statement of employment particulars
• GOV.UK: Sponsor guidance, Appendix D record keeping duties (salary records)