What must a written statement of employment particulars include?

In Great Britain, section 1 of the Employment Rights Act 1996 requires most particulars in one document by the first day, including pay, hours, holiday and sick pay terms, notice, job title, any probationary period, place of work and required training, while section 2(4) of the Employment Rights Act 1996 lets pensions, collective agreements, training entitlement and the disciplinary and grievance note follow within two months. In Northern Ireland, article 33 of the Employment Rights (Northern Ireland) Order 1996 allows two months for the whole statement.

Do casual and seasonal workers need a written statement?

Yes, in Great Britain. Section 1 of the Employment Rights Act 1996 has covered workers as well as employees since 6 April 2020, when section 198 of the Employment Rights Act 1996, which excluded jobs lasting under a month, was repealed. A casual or seasonal worker in Great Britain needs a statement by their first day, however short the job, and if their hours or days vary, it must say how. In Northern Ireland, article 33 of the Employment Rights (Northern Ireland) Order 1996 covers employees.

Is the staff handbook part of the employment contract?

That depends on how each part is written, so say which parts are contractual. Put pay, hours, holiday and notice in the contract, and keep policies such as absence reporting and IT use in a handbook marked non-contractual. In Great Britain, the written statement can refer workers to a reasonably accessible document for sick pay, other paid leave, pensions and training (section 2(2) of the Employment Rights Act 1996) and for disciplinary rules and procedures (section 3 of the Employment Rights Act 1996).

Can we change an employee's terms and conditions?

Agree the change with the employee and record it. In Great Britain, section 4 of the Employment Rights Act 1996 then requires a written statement of the change within one month. From March 2027 on the government's timetable, section 28 of the Employment Rights Act 2025 will make it automatically unfair in Great Britain to dismiss an employee for refusing a pay cut, a change to hours, less time off, or a clause letting you make those changes without agreement, with a narrow exception for financial difficulties.

What does the Employment Rights Act 2025 change for our contracts and handbook?

In Great Britain, check sick pay clauses against statutory sick pay from the first full working day off sick, since 6 April 2026 (section 10 of the Employment Rights Act 2025); your harassment policy against the duty to take all reasonable steps to prevent sexual harassment from 30 October 2026 (section 20 of the Employment Rights Act 2025); and probation against the six-month unfair dismissal qualifying period for dismissals from 1 January 2027 (section 25 of the Employment Rights Act 2025). Through our HR support, Anna Chadwick can check them.

CONTRACTS AND HANDBOOKS

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For any business with employees that needs contracts, handbooks and policies reflecting current employment law - not generic templates.

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What's included in this service

Employee Handbook and Contracts tailored to your business - pay, hours, notice, restrictive covenants, disciplinary and grievance procedures, absence, equality, performance, and every policy the law requires. Drafted and reviewed by a CIPD-qualified HR consultant, updated when legislation changes.

What We Deliver

What's included in this service

Audit your current documents

We review existing contracts, handbooks and policies against current employment legislation. You get a clear read on what's missing, what's out of date, what no longer holds up, and which clauses need redrafting before they create risk.

One clear, prioritised document pack

Contracts and handbook drafted to your business - not copied from a template library. Covers disciplinary, grievance, absence, equality, performance, health and safety and company-specific policies. Delivered with implementation guidance and rollout wording.

Keep documents current as law changes

When employment legislation changes, we review your documents and advise on amendments needed. Version control handled, lawful change processes mapped where contract variations are required, and 30 days of post-delivery email support on wording and rollout.

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Industries

HR support across your sector

Builders Merchants

Builders Merchants

Saturday trading and yard staff. Employee relations advice that fits the way a merchant yard works.

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Warehousing & Logistics

Warehousing & Logistics

Peak-season hiring, agency workers and drivers you rarely see in person. Contracts that cover peak-season starters, and disciplinaries that account for staff on the road.

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Manufacturing & Engineering

Shift patterns, agency staff and production schedules. Absence management that fits the rota, and disciplinary processes that work across shifts.

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Garden Centres

Seasonal staffing, weekend rotas and a workforce that runs from experienced horticulturists to Saturday staff. Contracts that flex with the seasons.

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Metal Stockholders

Yard crews, HGV drivers and fabricators across indoor and outdoor sites. Contracts that cover overtime and call-out patterns, and capability cases where fitness for the job matters.

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