EMPLOYMENT CONTRACT

This Statement of Employment Particulars is made on [startDate] between:

(1) [employerName] of [employerAddress] (the "Employer"), and

(2) [employeeName] of [employeeAddress] (the "Employee").

This document forms your written statement of employment particulars under section 1 of the Employment Rights Act 1996.

1. Job Title and Duties

1.1. The Employee is employed as [jobTitle].

1.2. The Employee's duties are those reasonably required of the role and any other duties as the Employer may reasonably assign from time to time.

2. Start Date and Continuous Employment

2.1. The Employee's employment under this contract starts on [startDate].

2.2. The Employee's continuous employment (for statutory purposes) is treated as having begun on [continuousEmploymentDate].

3. Place of Work

3.1. The Employee's normal place of work is [workLocation].

3.2. The Employer may require the Employee to work at other locations as reasonably necessary, with reasonable notice.

4. Hours of Work

4.1. The Employee's normal working hours are 37.5 hours per week, Monday to Friday, with usual office hours.

4.2. The Employee may be required to work additional hours as the role reasonably demands. Where reasonably required, the Employee agrees to opt out of the 48-hour weekly limit under regulation 5 of the Working Time Regulations 1998. The Employee may withdraw this opt-out by giving 3 months' written notice.

5. Salary and Payment

5.1. The Employee's annual gross salary is [annualSalary], payable monthly in arrears by BACS transfer to the Employee's nominated bank account, subject to deductions for income tax and National Insurance.

5.2. Salary will be reviewed annually. There is no contractual entitlement to a salary increase.

6. Holiday Entitlement

6.1. The Employee is entitled to 28 days paid annual leave per holiday year (including bank and public holidays), pro-rated for part-years.

6.2. The holiday year runs from 1 January to 31 December.

6.3. Holiday must be requested in advance and approved by the Employer. Up to 5 untaken statutory holiday days may be carried over with the Employer's prior written consent.

6.4. On termination, the Employee will be paid for accrued but untaken statutory holiday or, where holiday taken exceeds the accrued entitlement, the excess may be deducted from final pay.

7. Sickness Absence and Sick Pay

7.1. The Employee must notify the Employer of any sickness absence on the first day of absence. For absences of 7 calendar days or more, a fit note from a doctor is required.

7.2. The Employee is entitled to Statutory Sick Pay (SSP) where eligibility criteria are met. ssp-only

8. Pension

8.1. The Employer operates a workplace pension scheme in accordance with its auto-enrolment duties under the Pensions Act 2008. Details of the scheme will be provided separately.

9. Probation Period

9.1. The first 3 months of employment is a probation period. During this period, the Employer may extend probation by up to a further 3 months on written notice.

9.2. During probation, either party may terminate this contract by giving 1 week's written notice.

10. Notice of Termination

10.1. After successful completion of probation, either party may terminate this contract by giving 4 weeks' written notice, or such longer period as is required by statute under section 86 of the Employment Rights Act 1996.

10.2. The Employer reserves the right to make a payment in lieu of notice.

10.3. Nothing in this clause prevents the Employer from terminating without notice in cases of gross misconduct or other repudiatory breach.

11. Confidentiality

11.1. The Employee must keep confidential all trade secrets, commercial information, customer data, and other information of a confidential nature relating to the Employer's business, both during employment and after termination.

11.2. This clause does not prevent the Employee from making a protected disclosure under the Public Interest Disclosure Act 1998.

12. Data Protection

12.1. The Employer will process the Employee's personal data in accordance with the UK GDPR and the Data Protection Act 2018, as set out in the Employer's privacy notice for staff.

13. Grievance and Disciplinary

13.1. The Employer's grievance and disciplinary procedures are non-contractual and follow the ACAS Code of Practice. Copies are available on request.

14. Collective Agreements

14.1. There is no collective agreement that directly affects the Employee's terms and conditions.

15. Governing Law and Jurisdiction

15.1. This contract is governed by the law of England and Wales. The courts of England and Wales have exclusive jurisdiction over any dispute arising out of or in connection with it.

Signed for and on behalf of the Employer:

Name: ____________________________

Position: __________________________

Signature: _________________________

Date: ____________________________

Signed by the Employee:

Name: [employeeName]