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.
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….
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
Sick pay and procedures
Disciplinary and dismissal procedures
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
Minimum pay (including overtime)
Written Statement of Employment Terms and Conditions; UK Rules Updated 2017