What are the section 1 statutory particulars?

They are the minimum written information an employer must provide to an employee on day one, set out in section 1 of the Employment Rights Act 1996, including job title, pay, hours, place of work, holiday, notice, and reference to disciplinary and grievance procedures.

Can I reduce statutory notice in the contract?

No. Statutory minimum notice under the ERA 1996 is a floor that cannot be reduced. You can, however, contractually require longer notice.

Are non-compete clauses enforceable in the UK?

They can be, but only where they protect a legitimate business interest and are no wider than reasonably necessary in scope, duration, and geography. Overly broad clauses are struck down.

United Kingdom (England & Wales)

Employment Agreement

A UK employment contract template covering statutory particulars, notice, and post-termination obligations.

In the United Kingdom, a written employment contract is expected to contain the statutory particulars required by section 1 of the Employment Rights Act 1996, which must be provided from day one of employment. These include job title, start date, pay, hours, holiday, place of work, notice periods, and reference to any applicable disciplinary and grievance procedures.

UK employees benefit from a substantial statutory floor of rights — including minimum notice, statutory redundancy, unfair dismissal protection after two years of service, and statutory holiday and sick pay — which the contract cannot reduce. The agreement should therefore set out the employer-specific terms while leaving the statutory rights to operate in the background.

Required clauses for United Kingdom

Section 1 ERA 1996 Particulars: The mandatory statutory particulars — title, start date, pay, hours, holiday, place of work, notice, and procedures.
Probationary Period: Typical 3-6 month probation with shorter notice.
Notice Period: Statutory minimum notice plus any contractual extension.
Confidentiality: Mutual confidentiality during and post-employment.
Post-Termination Restrictions: Reasonable and narrowly-drawn restrictive covenants — enforceability depends on scope.
Data Protection: Reference to UK GDPR and employer privacy notice.
Governing Law: Laws of England and Wales.

Example contract

A hand-written illustrative example. Not a substitute for legal advice on your specific situation.

EMPLOYMENT CONTRACT

THIS CONTRACT is made on [Effective Date] BETWEEN: (1) [Employer], a company incorporated in England and Wales with company number [number] ("Employer"); and (2) [Employee] of [address] ("Employee").

1. JOB TITLE AND DUTIES. Employee is employed as [Title], reporting to [Manager]. Employee shall perform the duties reasonably associated with the role and such other duties as Employer may reasonably require.

2. COMMENCEMENT AND CONTINUOUS SERVICE. Employment begins on [start date]. No previous employment counts as continuous service unless expressly stated.

3. PROBATIONARY PERIOD. The first [three/six] months are a probationary period, during which either Party may terminate on one week's notice. On successful completion, the notice periods in clause 9 apply.

4. PAY. Employee shall be paid a gross annual salary of £[amount], payable monthly in arrears on or around the last working day of each month by bank transfer, subject to deductions for income tax and National Insurance.

5. HOURS OF WORK. Normal working hours are [hours] per week, Monday to Friday. Additional hours may be required to fulfil the role, with no additional pay.

6. PLACE OF WORK. Employee's normal place of work is [address]. Employer may require reasonable travel and occasional remote work.

7. HOLIDAY. Employee is entitled to [number] days of paid holiday per calendar year, inclusive of public holidays, in addition to any statutory entitlement under the Working Time Regulations 1998.

8. SICK PAY. Employee is entitled to Statutory Sick Pay in accordance with applicable law. Company sick pay, if any, is at Employer's discretion and subject to the employee handbook.

9. NOTICE. After probation, either Party shall give [one month] of written notice to terminate, or such longer period as required by the Employment Rights Act 1996 (being one week for each completed year of service after two years, up to twelve weeks).

10. CONFIDENTIALITY. Employee shall not during or after employment use or disclose Employer's confidential information, save in the proper performance of the role or as required by law.

11. INTELLECTUAL PROPERTY. All intellectual property created by Employee in the course of employment shall vest in Employer, subject to Employee's statutory rights under the Patents Act 1977.

12. POST-TERMINATION RESTRICTIONS. For a period of six (6) months following termination, Employee shall not directly solicit customers of Employer with whom Employee had material dealings in the twelve (12) months preceding termination. Each restriction is intended to be no wider than is reasonably necessary to protect Employer's legitimate business interests.

13. DATA PROTECTION. Employer processes Employee's personal data in accordance with the UK GDPR and its privacy notice, a copy of which has been provided to Employee.

14. DISCIPLINARY AND GRIEVANCE. Employer's disciplinary and grievance procedures apply and are set out in the employee handbook. Those procedures are non-contractual.

15. GOVERNING LAW. This Contract is governed by the laws of England and Wales. The courts of England and Wales shall have exclusive jurisdiction over any dispute.

Signed by the Parties on the date above.

Frequently asked questions

What are the section 1 statutory particulars?: They are the minimum written information an employer must provide to an employee on day one, set out in section 1 of the Employment Rights Act 1996, including job title, pay, hours, place of work, holiday, notice, and reference to disciplinary and grievance procedures.
Can I reduce statutory notice in the contract?: No. Statutory minimum notice under the ERA 1996 is a floor that cannot be reduced. You can, however, contractually require longer notice.
Are non-compete clauses enforceable in the UK?: They can be, but only where they protect a legitimate business interest and are no wider than reasonably necessary in scope, duration, and geography. Overly broad clauses are struck down.

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