Guide to Employment Contracts and Conditions: What UK Employees and Employers Need to Know

Whether you’re starting a new job or hiring your first employee, understanding employment contracts and conditions in the UK is essential. A job isn’t just about clocking in and out—it’s a professional relationship with rules, rights, and responsibilities.

In this guide, we’ll walk you through the basics of employment contracts, what conditions apply, and how both employers and employees can better navigate this important part of working life—all in plain, simple English.

What Is an Employment Contract?

An employment contract is a legally binding agreement between an employer and an employee. It outlines the terms of the job, what both sides can expect, and how the working relationship should operate.

You don’t always need a written contract for one to exist. If you’ve agreed to work in exchange for pay and someone gives you a task, congratulations—you already have what’s known as a “contract of employment.” That verbal agreement is legally valid.

But Should It Be in Writing?

Yes! Even though verbal contracts are valid, a written statement of employment particulars is a must. UK law says all employees and ‘workers’ must receive this on or before their first day. It gives both sides clarity and is a safety net if anything goes wrong later.

What’s Included in a Written Statement?

The written statement typically contains two main sections:

• Main document – This covers the most essential job details, like your pay, hours, job title, and location.
• Additional document – This might include information about pensions, disciplinary rules, or any staff handbook the company uses.

Let’s look closer at the key things an employment contract should include.

Key Things an Employment Contract Must Cover

If you’re wondering what should be in the contract, here’s a breakdown of the must-haves:

• Job title and duties – What exactly are you being hired to do?
• Start date – When will you officially begin?
• Pay – How much and how often you’ll be paid (hourly, weekly, monthly).
• Working hours – Including any overtime policies or expected shift patterns.
• Place of work – Where your regular working location is, including if you work remotely.
• Holiday entitlement – Your days off each year and how to request them.
• Notice period – How much notice either side must give to end the contract.

Everything else, like sick pay, parental leave, and pension details, can be included in other company documents (but they still count as part of the overall contract).

Real-Life Example:

Let’s say you agree to start as a retail assistant on Monday. Your employer tells you you’ll work 9 to 5, for £10 an hour. Even if it’s all said verbally, that’s already a contract. But they still need to give you a proper written statement by your first day.

Types of Employment Contracts

Not all contracts are one-size-fits-all. Here are some common ones you’ll run into:

• Permanent contracts – An ongoing agreement with no set end date. Most full-time jobs fall into this category.
• Fixed-term contracts – These end when a project finishes or at a specific date (e.g., maternity cover).
• Zero-hours contracts – You’re only paid for the hours you actually work. Your employer doesn’t have to offer hours, and you don’t have to accept them.

Each type comes with different rules and protections, but they all count as contracts under UK law.

Employee Rights vs. Employer Rights

A contract isn’t just paperwork. It also outlines rights and responsibilities. Let’s look at some examples from both sides.

Employee rights include:

• Getting paid at least the National Minimum Wage
• A safe working environment
• Protection against unfair dismissal (usually after 2 years of service)
• Time off for holidays, maternity/paternity leave
• Access to a workplace pension

Employers’ rights include:

• Expecting employees to follow reasonable instructions
• Managing staff performance and duties
• Setting workplace rules and attendance expectations

Why Does This Matter?

Clarity avoids conflict. When everyone understands what’s expected of them—and what they deserve—it creates a better working environment on both sides.

Changing Employment Contracts—Can You Do That?

Sometimes things change. A company might need to adjust working hours or job duties. But can an employer simply change a contract?

The short answer is: not without agreement.

Any change to a contract—like pay, location, or hours—must be properly discussed and agreed upon by both the employer and employee. If the change is forced without agreement, the employee could bring a legal claim.

Pro Tip:

If you’re being asked to sign a new contract or alteration, always take time to read it thoroughly. If unsure, talk to HR or get legal advice.

What If There’s No Written Contract?

Here’s a common question: “I’ve been working for months but never got a contract. Is that legal?”

Although technically, the verbal agreement still counts, UK law requires employers to give their workers the written terms by day one.

If you haven’t received it, you can request it in writing. If your employer still doesn’t provide it, you may be able to take them to an employment tribunal.

Common Pitfalls to Avoid

Let’s go over a few traps that employees and small business owners often fall into:

• Vague job descriptions – Leads to mismatched expectations and complaints.
• Not writing things down – Verbal promises can be forgotten or misunderstood.
• No record of changes – If duties or hours change over time, update the contract!
• Not reading the fine print – Always understand what you’re signing.

Tips for Employers: Getting It Right from Day One

If you’re an employer, especially running a small business, here’s how to make sure you’re on the right track:

• Create a clear contract template that includes all the essential job terms.
• Give the written statement on or before the first day of work.
• Keep copies of all signed agreements, including updates or role changes.
• Consult a HR professional or legal advisor to double-check your documentation.

Final Thoughts: A Contract Is More Than Just a Piece of Paper

At the end of the day, a solid, clear employment contract protects everyone. It sets expectations, avoids misunderstandings, and builds transparency and trust from day one.

Whether you’re a worker starting fresh or an employer bringing someone onto your team, take the time to understand what a contract says—and what it doesn’t.

Because when it comes to working relationships, clarity is key to keeping things fair, productive, and professional.

Need more in-depth guidance?

Read more here: https://www.gov.uk/employment-contracts-and-conditions