Free Part-Time Employment Contract Template

PART-TIME EMPLOYMENT CONTRACT

Written Statement Of Particulars  ·  ERA 1996 S.1  ·  Part-time Workers Regulations 2000  ·  England And Wales

This Part-Time Employment Contract (this "Contract") is entered into between Nexus Digital Ltd (the "Employer") and James Richardson (the "Employee"). It constitutes a written statement of the Employee's particulars of employment as required by section 1 of the Employment Rights Act 1996 and is provided on or before the first day of employment in accordance with the Employment Rights (Employment Particulars and Paid Annual Leave) (Amendment) Regulations 2018.

The Employer appoints the Employee to the part-time position of Marketing Coordinator with effect from 2026-05-01, based at London office with hybrid arrangement (min. 2 days/week in office). For the purposes of sections 210-219 of the Employment Rights Act 1996 the Employee's continuous service is recognised as beginning on 2026-05-01. This appointment is subject to the Employee's right to work in the United Kingdom, verified in accordance with the Immigration, Asylum and Nationality Act 2006. A probationary period of 3 months shall apply, during which shorter notice may be given on either side as set out below.

The Employee shall perform the duties reasonably associated with the role of Marketing Coordinator, including in particular: Planning and executing digital marketing campaigns; producing reports; supporting the marketing manager and collaborating with the content team. The Employee shall faithfully and diligently perform such duties and shall comply with the Employer's reasonable instructions, policies and procedures as updated from time to time. The Employee shall devote the whole of their working time to the business of the Employer during contracted hours.

The Employee's contracted hours are 20 hours per week, worked on Monday, Tuesday, Wednesday. The Employee's normal working pattern is: Mon-Wed 09:00-14:00 with 1 hour unpaid lunch break (in-office Tue/Wed). The Employee is not required to work hours beyond those set out above, but may be offered additional hours by mutual agreement (paid at the same hourly-equivalent rate unless otherwise agreed in writing). The Employee's rights under the Working Time Regulations 1998 (including the 48-hour weekly limit, rest breaks and rest periods) shall be observed. The Employee's rights under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 are preserved in full.

The Employee shall be paid at the rate of £15.50 per hour, payable monthly in arrears on the last working day of the month by bank transfer (BACS) to the Employee's nominated UK bank account, subject to deductions for income tax and National Insurance contributions under the PAYE system. The Employee's hourly rate shall at no time fall below the applicable rate of the National Living Wage or National Minimum Wage under the National Minimum Wage Act 1998 and the National Minimum Wage Regulations 2015, and shall be uplifted automatically where statutory rates change.

The Employee is entitled to 14 days of paid annual leave per holiday year, calculated on a pro-rata basis proportionate to their contracted hours relative to a comparable full-time employee (minimum statutory entitlement: 5.6 weeks' leave under regulation 13 and regulation 13A of the Working Time Regulations 1998). This entitlement includes public and bank holidays that would fall on days the Employee would normally work. Holiday must be taken in the holiday year in which it accrues and cannot be carried over except where required by law (e.g. prolonged sickness absence: Stringer v HMRC [2009] UKHL 31). Upon termination, accrued but untaken statutory leave will be paid in lieu; excess leave already taken may be recovered as a deduction permitted by section 13 of the Employment Rights Act 1996.

The Employee must notify the Employer as soon as reasonably practicable on the first day of any sickness absence and in any event before the Employee's normal start time. During any period of certified sickness absence the Employee will receive Statutory Sick Pay (SSP) only, under Part XI of the Social Security Contributions and Benefits Act 1992 and the Statutory Sick Pay (General) Regulations 1982, subject to meeting the qualifying earnings threshold (calculated on average earnings over the 8-week period before absence).

The Employee will be assessed for automatic enrolment into a qualifying workplace pension scheme under the Pensions Act 2008 and the Occupational and Personal Pension Schemes (Automatic Enrolment) Regulations 2010. Contributions will be made at the statutory minimum rates applicable at the commencement date. Part-time workers are enrolled on the same pro-rata basis as full-timers.

Either party may terminate this Contract by giving written notice as follows: by the Employer to the Employee: one (1) month; by the Employee to the Employer: one (1) month. The statutory minimum notice entitlement under section 86 of the Employment Rights Act 1996 shall apply where greater than the contractual period. The Employer reserves the right to terminate summarily for gross misconduct without notice or pay in lieu. The Employer may, at its discretion, place the Employee on garden leave or make a payment in lieu of notice in respect of basic pay only.

The Employee shall not be treated less favourably than a comparable full-time employee solely because they work part-time, in accordance with regulation 5 of the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000. This covers (without limitation) rate of pay and benefits, access to training, promotion opportunities, redundancy-selection criteria, sick-pay entitlement, pensions and other contractual terms, applying the pro-rata principle endorsed in Matthews v Kent and Medway Towns Fire Authority [2006] UKHL 8. The Employee may request additional hours or a return to full-time working; such a request will be considered reasonably by the Employer and not refused on grounds related to the Employee's part-time status. A refusal must be explained in writing.

The Employee shall not, during employment or for twelve (12) months afterwards, disclose to any third party or use for any purpose other than the Employer's business any confidential information relating to the Employer's business, clients, personnel, pricing or operations, except where disclosure is required by law, authorised in writing, or is a protected disclosure under the Public Interest Disclosure Act 1998.

For a period of 6 months following termination of this Contract, the Employee shall not, directly or indirectly, solicit the custom of any client, customer or supplier of the Employer with whom the Employee had material dealings during the final twelve (12) months of employment, for the purpose of carrying on a business in competition with the Employer. This restriction extends only to the extent reasonably necessary to protect the Employer's legitimate business interests (Herbert Morris Ltd v Saxelby [1916] 1 AC 688; Tillman v Egon Zehnder Ltd [2019] UKSC 32).

All inventions, designs, works, software, databases and other intellectual property created by the Employee in the course of employment shall vest in and be the sole property of the Employer, pursuant to section 39 of the Patents Act 1977, section 11 of the Copyright, Designs and Patents Act 1988 and regulation 14 of the Copyright and Rights in Databases Regulations 1997. The Employee assigns to the Employer with full title guarantee all such rights, including all future copyright by way of present assignment under section 91 of the Copyright, Designs and Patents Act 1988, and waives all moral rights to the extent permitted by law.

The Employer shall process the Employee's personal data in accordance with the UK General Data Protection Regulation, the Data Protection Act 2018 and the Data (Use and Access) Act 2025 (as commenced by SI 2026/82 with effect from 5 February 2026), on the legal bases of contract (Art. 6(1)(b) UK GDPR), legal obligation (Art. 6(1)(c) — PAYE, NIC, auto-enrolment, right-to-work checks) and legitimate interests (Art. 6(1)(f)). Special-category data (e.g. sickness records) shall be processed under Art. 9(2)(b) UK GDPR and Schedule 1 Part 1 of the Data Protection Act 2018 (employment condition).

International transfers. Any onward transfer of the Employee's personal data to a third country (for example, where the Employer uses a cloud-based HRIS or payroll service hosted outside the UK) shall comply with the data protection test in Schedule 7 of the DUA Act 2025 (which replaces the prior "essentially equivalent" standard for adequacy assessments), using an approved transfer mechanism (UK adequacy regulations, the UK International Data Transfer Agreement or UK Addendum to the EU SCCs). A copy of the Employer's Employee Privacy Notice will be provided separately.

In addition to the leave rights set out elsewhere in this Contract, the Employee has the following statutory entitlements (applying pro-rata to part-time hours where relevant):

(a) Maternity, paternity, adoption and shared parental leave in accordance with Parts VIII and VIIIA of the Employment Rights Act 1996 and the Maternity and Parental Leave etc. Regulations 1999, the Paternity and Adoption Leave Regulations 2002, the Shared Parental Leave Regulations 2014 and (from 6 April 2024) the Pregnancy and Family Leave (Protection from Redundancy) Act 2024;
(b) Carer's leave: a day-one right to take up to one (1) week of unpaid leave per rolling twelve-month period to provide or arrange care for a dependant with a long-term care need, in accordance with the Carer's Leave Act 2023 and the Carer's Leave Regulations 2024 (SI 2024/251);
(c) Neonatal care leave and pay: where the Employee has a baby admitted to neonatal care, the Employee is entitled to up to twelve (12) weeks of paid neonatal care leave (in addition to maternity / paternity / adoption leave), in accordance with the Neonatal Care (Leave and Pay) Act 2023 and Regulations 2025 (in force from 6 April 2025);
(d) Bereavement leave: statutory parental bereavement leave and pay (two weeks following the death of a child under 18 or a stillbirth after 24 weeks) under the Parental Bereavement (Leave and Pay) Act 2018;
(e) Flexible working: a day-one right to submit up to two (2) statutory requests in any twelve-month period under sections 80F-80I of the Employment Rights Act 1996 (as amended by SI 2023/1328 and the Employment Relations (Flexible Working) Act 2023). The Employer shall consult the Employee and respond within two (2) months.

The Employer is committed to providing a workplace free from discrimination, harassment and victimisation, and complies with its obligations under the Equality Act 2010. In particular, the Employer takes reasonable steps to prevent sexual harassment of its workers in the course of their employment, in accordance with the proactive duty introduced by the Worker Protection (Amendment of Equality Act 2010) Act 2023 (in force from 26 October 2024). The Employer's anti-harassment policy and reporting procedure form part of the staff handbook (non-contractual). The Employee shall co-operate with the Employer's reasonable steps and shall report any harassment, whether suffered or witnessed, to HR or a designated speak-up channel. Retaliation against any person who reports harassment in good faith is itself a disciplinary matter.

The Employer confirms that, where artificial-intelligence or machine-learning tools are used in any HR decision materially affecting the Employee (including but not limited to recruitment scoring, performance evaluation, attendance / productivity monitoring or workforce-management decisions), the Employer shall comply with Articles 22 to 22D of the UK GDPR as reformed by section 80 of the Data (Use and Access) Act 2025 (the new "significant-decisions" regime governing automated decision-making). In particular, the Employer shall: (a) ensure that no decision producing legal or similarly significant effects on the Employee is taken solely by automated means without the safeguards required by Articles 22A-22D (notice, meaningful human intervention, contestation, the right to obtain an explanation and to express the Employee's point of view); (b) provide meaningful information about the logic involved and the significance and envisaged consequences of such processing, on request, under Articles 13(2)(f), 14(2)(g) and 15(1)(h) UK GDPR; (c) maintain human oversight and the Employee's right to challenge any automated outcome; (d) carry out a Data Protection Impact Assessment under Article 35 UK GDPR before deploying any new HR AI system that involves the systematic monitoring or profiling of the Employee; and (e) not use the Employee's personal data to train any general-purpose AI or third-party analytics model without the Employee's freely-given consent.

The Employer confirms that, to the extent it is a company, LLP or other registrable body, its directors, members and persons with significant control (PSCs) have completed (or will complete within the transitional window ending mid-November 2026) the identity verification regime introduced by section 62 of the Economic Crime and Corporate Transparency Act 2023, inserting sections 1110A to 1110F of the Companies Act 2006. The regime was available on a voluntary basis from 8 April 2025 and became mandatory on 18 November 2025 for new appointments, with a 12-month transition for existing officers. The Employer shall, on the Employee's reasonable request, provide evidence of verification status (verification code or Companies House confirmation) for the person signing this Contract on the Employer's behalf.

This Contract is governed by and construed in accordance with the law of England and Wales. The parties submit to the exclusive jurisdiction of the courts of England and Wales and (for employment disputes) the Employment Tribunal.

Entire agreement: This Contract, together with any written policies referred to, constitutes the entire agreement between the parties and supersedes all prior negotiations. Variation: No variation shall be effective unless made in writing and signed by both parties, save that the Employer may make minor changes to non-core terms by written notice. Severability: If any provision is held void or unenforceable, the remaining provisions continue in full force. Counterparts: This Contract may be executed in counterparts, each of which shall constitute an original. Third parties: The Contracts (Rights of Third Parties) Act 1999 is excluded.

IN WITNESS WHEREOF, the parties have executed this Agreement as of the date indicated.