Free Employment Contract Template – Full-Time (UK) – Doxuno
EmploymentUnited Kingdom

Free Employment Contract
Template – Full-Time (UK)

Create a legally compliant full-time employment contract for England and Wales. Satisfies the s.1 ERA 1996 written statement requirement, covers Working Time Regulations, auto-enrolment pension, holiday entitlement and more.

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What Is a Full-Time Employment Contract?

A full-time employment contract is a legally binding agreement between an employer and an employee that sets out the terms and conditions of employment. In the United Kingdom, every employee is entitled to a written statement of employment particulars under section 1 of the Employment Rights Act 1996 (ERA 1996) from their very first day of work.

The written statement must cover key information including job title, pay, working hours, holiday entitlement, notice periods, pension arrangements, and sick pay. Since 6 April 2020, this is a day-one right, meaning the employer must provide the statement on or before the employee's start date rather than within two months as previously required.

While the s.1 written statement and the employment contract are technically distinct documents, most employers combine them into a single comprehensive contract. This approach provides clarity for both parties and reduces the risk of disputes. Our template satisfies all statutory requirements while also covering additional protections such as confidentiality, restrictive covenants, and disciplinary procedures.

What's Covered in This Template

This employment contract template includes all mandatory s.1 particulars required by UK law, plus additional clauses commonly used in professional employment relationships. Each section can be tailored to your specific role and business requirements.

Employer & Employee Details
Registered company name, address, and employee identification
Job Title & Description
Role, reporting line, duties and workplace location
Start Date & Continuous Employment
Commencement date and continuous service calculation
Salary & Pay Frequency
Gross salary, payment intervals, deductions and NMW/NLW compliance
Working Hours & Overtime
Normal hours, breaks, and Working Time Regulations compliance
Holiday Entitlement
Minimum 28 days (5.6 weeks) paid annual leave including bank holidays
Probationary Period
Trial period length, review process and notice during probation
Notice Period
Statutory and contractual notice for both employer and employee
Sick Pay & SSP
Statutory Sick Pay entitlement and company sick pay scheme
Pension (Auto-Enrolment)
Workplace pension, employer/employee contributions and opt-out rights
Restrictive Covenants
Non-compete, non-solicitation and confidentiality obligations
Governing Law
Jurisdiction of England and Wales and dispute resolution

How to Create a Full-Time Employment Contract

Our template walks you through each required section step by step. You will see a live preview of the finished contract as you fill in the form. Follow these five steps to produce a comprehensive, UK-compliant employment contract.

1
Enter Employer and Employee Details
Provide the employer's registered company name, registered office address, and Companies House number alongside the employee's full legal name and home address. These details form the core identification section required by the s.1 written statement under the Employment Rights Act 1996.
2
Define the Role and Start Date
Specify the job title, a brief description of duties, the principal place of work, and the date continuous employment begins. Under UK law, the length of continuous employment affects qualifying periods for statutory rights such as unfair dismissal protection and redundancy pay.
3
Set Pay, Hours and Holiday
Enter the gross annual salary or hourly rate, pay frequency (weekly or monthly), normal working hours per week, and holiday entitlement. Full-time employees in the UK are entitled to a minimum of 28 days (5.6 weeks) paid leave per year under the Working Time Regulations 1998, which may include bank holidays.
4
Add Probation, Notice and Benefits
Set the probationary period length (commonly three to six months), the notice periods for both parties, sick pay arrangements including Statutory Sick Pay (SSP), and pension auto-enrolment details. These are mandatory particulars that must be included in the written statement from day one of employment.
5
Review, Download and Sign
Preview the completed contract in full, download the PDF, and arrange for both the employer and employee to sign. The employer must provide the written statement on or before the employee's first day of work. Keep signed copies for both parties' records and ensure the employee receives their copy promptly.

Legal Considerations for UK Employment Contracts

UK employment law sets out a number of mandatory requirements that employers must follow when hiring full-time staff. Understanding these obligations helps you create a contract that protects both the business and the employee while ensuring full legal compliance.

Important: This template is provided for informational purposes and does not constitute legal advice. For complex situations or if you are unsure about your specific circumstances, consult a qualified solicitor or employment law specialist.

Reviewed by legal professionals. The content on this page and the template clauses have been reviewed by licensed solicitors in England and Wales to ensure accuracy and legal soundness for standard full-time employment scenarios.

Section 1 Written Statement (ERA 1996)

Since April 2020, every employee and worker has a day-one right to receive a written statement of employment particulars. The statement must include the names of the parties, start date, continuous employment date, job title, place of work, pay, hours, holiday, sick pay, pension, and notice periods. Failure to comply can result in an employment tribunal awarding the employee between two and four weeks' pay.

Working Time Regulations 1998

The Working Time Regulations cap the average working week at 48 hours (measured over a 17-week reference period) unless the employee has opted out in writing. Workers are entitled to a minimum 20-minute rest break when the working day exceeds six hours, 11 consecutive hours of rest between shifts, and at least one uninterrupted 24-hour rest period per week. The Regulations also set the minimum annual leave entitlement at 5.6 weeks for a full-time employee.

Auto-Enrolment Pension Duties

Under the Pensions Act 2008 and subsequent regulations, employers must automatically enrol eligible jobholders into a qualifying workplace pension scheme. Minimum total contributions are currently eight per cent of qualifying earnings, with the employer contributing at least three per cent. Employees may opt out but must be re-enrolled approximately every three years.

National Minimum Wage and National Living Wage

Employers must ensure that the employee's pay meets or exceeds the applicable National Minimum Wage (NMW) or National Living Wage (NLW) rate for their age band. Rates are reviewed annually and employers should check the current HMRC guidance each April. Underpayment can result in penalties and enforcement action by HMRC.

Frequently Asked Questions

Under section 1 of the Employment Rights Act 1996, every employee and worker is entitled to a written statement of employment particulars from day one. While a verbal contract is technically valid, failing to provide the written statement can result in an employment tribunal awarding two to four weeks' pay. A comprehensive written contract also reduces the risk of disputes by setting out terms clearly for both parties.
The s.1 written statement must include the employer's name, the employee's name and start date, the date continuous employment began, job title or description, place of work, pay rate and intervals, hours of work, holiday entitlement, sick pay arrangements, pension details, notice periods, and if the role is fixed-term, the expected duration. Additional particulars such as collective agreements, training obligations, and disciplinary or grievance procedures must also be provided.
Under the Working Time Regulations 1998, full-time employees working five days a week are entitled to a minimum of 28 days (5.6 weeks) paid annual leave per year. Employers can choose whether bank holidays count towards this total or are provided in addition. Part-time workers receive a pro-rata entitlement based on their working pattern.
The statutory minimum notice period is one week during the first two years of continuous employment. After two years, the employer must give one additional week for each complete year of service, up to a maximum of 12 weeks' notice. Employees with at least one month's service must give at least one week's notice. Contracts can specify longer notice periods, but they cannot go below the statutory minimum.
Yes. Under the Pensions Act 2008, employers must automatically enrol eligible jobholders (aged 22 to State Pension age, earning above the earnings trigger) into a qualifying workplace pension scheme. The minimum total contribution is eight per cent of qualifying earnings, of which the employer must pay at least three per cent. Employees can opt out, but must be re-enrolled roughly every three years.
Yes, but restrictive covenants such as non-compete, non-solicitation, and non-dealing clauses must be reasonable in scope, duration, and geographical area to be enforceable. UK courts will not uphold a covenant that goes further than necessary to protect a legitimate business interest. Typical non-compete durations range from three to twelve months, and overly broad restrictions risk being struck out entirely.
A probationary period is a contractual arrangement allowing the employer to assess a new employee's suitability, usually lasting three to six months. It is not a statutory requirement but is widely used. During probation a shorter notice period often applies. Regardless of probation, employees have day-one rights to the written statement and protection against automatically unfair dismissal on grounds such as discrimination, whistleblowing, or asserting a statutory right.
If an employer fails to provide the s.1 written statement, the employee can bring a claim to an employment tribunal. If the tribunal finds in the employee's favour on a related claim, it must award a minimum of two weeks' pay and may award up to four weeks' pay. Additionally, an absent or unclear written statement makes it significantly harder for the employer to enforce contractual terms in any subsequent dispute.

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