Written Statement of Employment Particulars

The written statement of particulars of employment is basically a statement outlining the main conditions of employment. All workers are entitled to a written statement of particulars if their employment contract lasts at least a month or more.

From 6^th April 2020 onwards

The Taylor Review of Modern Work Practices observed that some workers, ‘do not have transparent information about their employment relationship’. In order to provide greater clarity to the employment relationship between employers and workers, the government has modified via legislation the requirements of the written statement of particulars. The key changes are:

• All workers employed on or after 6th April 2020 will be entitled to a written statement of employment particulars. (Prior to this date only employees were entitled to receive such a statement.)
• The minimum service requirement of 1 month for entitlement to a written statement of particulars has been removed and employees and workers are entitled to a written statement of particulars from day one.
• Written statements of particulars must include additional information
  • • the hours and days of the week the worker /employee is required to work, whether they may be varied and how
    • entitlements to any paid leave, such as paternity or maternity
    • any other benefits not covered elsewhere in the written statement
    • details of any probationary period, its length and any conditions attached to it.
    • Details of any mandatory training, provided by the Employer, which the worker must complete, and any mandatory training that is required which the employer will not pay for
    • Information relating to work to be undertaken outside of the UK (for longer than one month).

The current situation is that all workers are entitled to a written statement of particulars and it should include:

• the business’s name
• the employee’s name, job title or a description of work and start date
• if a previous job counts towards a period of continuous employment, the date the period started
• how much and how often an employee will get paid
• hours of work (and if employees will have to work Sundays, nights or overtime
• 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

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
• collective agreements
• pensions
• who to go to with a grievance
• how to complain about how a grievance is handled
• how to complain about a disciplinary or dismissal decision

The written statement doesn’t need to include sickness procedures, grievance procedure or  a disciplinary procedure, but it must say where you can find them.

You can purchase an employment contract, (which incorporates the written statement of particulars), here.

You can purchase an employee handbook here containing a sickness procedures, grievance procedure or disciplinary procedure, but it must say where you can find them.

Next Steps

1.Identify all your workers as you now need to ensure that they havehave a written statement of particulars from April 6 2020.

2.Review your existing contracts of employment to ascertain any gaps in relation to April 2020 information requirements as some may need to be updated to be compliant with April 2020 legislation.

If you need help with redrafting your employment contract, please talk to me or purchase a copy of my employment contract, (including the written statement of particulars), here.