The UK Rules
'Follow the Regulations'

The Written Statement of Employment Terms and Conditions

The Written Statement of Employment details are often confused with being the employment contract.

They are two different – but linked – items.

For instance, if you attend an interview and you are offered a job, which you then accept, you have entered into a ‘contract’ with that employer – even if not in writing.

Many things will have been discussed at the interview, but not all of the particulars relating to the employment.

After you start your employment, then the Employer must give you a written notice of your Term of Employment. These terms may or may not have been discussed at your interview.

The written statement of employment sets out the details of your employment and has to include some essential information. The Statement must be given to you within 2 months of your starting work.

If you are required to work abroad during the first two months – for more than a month – then the Statement must be given to you before you leave for your overseas post or work.

The written Statement of Employment Conditions is a substantial document, and one which you should keep safely.

The written Statement of Employment Terms and Conditions contains mundane information such as the name of the business, your name and the date of your starting work. But there will be other information that you may require or refer to in the instances of any disputes.

Contents of The Written Statement of Employment must include;

The business’s name

The employee’s name and a job description or job title

The date you started work.

If a previous job counts towards a period of continuous employment, the date the period started

How much your remuneration will be and how and when you will receive it.

The Hours of work, which will need to outline if employees will have to work Sundays, nights or overtime.

Your holiday entitlement (and if that includes public holidays)

Where an employee will be working and whether they might have to relocate.

If an employee works in different places, where these will be and what the employer’s address is.

The previous parts constitute the section known as the Principal Statement – there is more….

As well as the principal statement, a written statement must also contain information about:

How long a temporary job is expected to last

The end date of a fixed-term contract

Notice periods in the case of employment ceasing.

Collective agreements that have been entered into with your trade union

Pensions – what type and what is expected of you – and your employer.

Who to go to if you have a problem or grievance

How to complain about how a grievance is handled

How to complain about a disciplinary or dismissal decision

The Written statement does not have to include the following, but must alert you to where the information can be found…

Sick pay and procedures

Disciplinary and dismissal procedures

Grievance procedures

Working abroad

If an employee has to work abroad for more than a month, their employer must state:

How long they’ll be abroad

What currency they’ll be paid in

What additional pay or benefits they’ll get

Terms relating to their return to the UK

This information can be given to the employee in a separate document.

An employer may send an employee to another country in the European Economic Area (EEA). In this situation employees must get the terms and conditions that are the legal minimum in that country for;

Working hours and rest breaks

Holiday entitlement

Minimum pay (including overtime)

Written Statement of Employment Terms and Conditions; UK Rules Updated 2017