Do I need to give an employment contract from day one?
Yes. Since April 6, 2020, employers must provide a written statement of employment particulars on or before the employee's first day of work. This replaced the old 2-month rule. Failure to do so is automatically an unlawful act.
Full answer
The Employment Rights Act 1996 (as amended) requires employers to provide a written statement of particulars to employees — and workers — on or before their first day.
What must be included in the day-one statement:
- Name and address of employer and employee
- Start date and (if different) the date continuous employment began
- Pay: rate, how calculated, when paid
- Hours of work (including normal working hours and days of the week)
- Holiday entitlement and how it's calculated
- Job title or description
- Location(s) of work
- Whether the job is permanent or fixed-term
- Notice periods (both employer and employee)
- Sick pay entitlement
- Details of any collective agreements
- Training entitlement (this was added by the Employment Rights Bill provisions)
- Pension scheme details
Some details can be given within 2 months: A few items (such as details of disciplinary and grievance procedures) can be given in a separate document within 2 months — but the core particulars must be day one.
Workers too: Since 2020, the right to a written statement also extends to workers (not just employees) — so casual workers, zero-hours staff, and agency workers working directly for you are also entitled.
What happens if you don't? Workers can bring a tribunal claim for failure to provide a statement. While there's no standalone award, the tribunal can award 2–4 weeks' pay (capped) when any other employment tribunal claim is also upheld.
Tip: Use the ComplianceAlert document library for an up-to-date compliant contract template.
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Related questions
Can employees claim unfair dismissal from day one now?
Not yet, but the Employment Rights Bill proposes removing the two-year qualifying period for unfair dismissal. A new system with a statutory probationary period (likely 9 months) is planned — but the change hasn't come into force yet.
What are the rules for zero-hours contracts in 2026?
The Employment Rights Bill introduces significant new rights for zero-hours workers, including the right to request guaranteed hours after 12 weeks and the right to reasonable notice of shifts. These changes are being phased in from 2026.
Is bereavement leave a legal right in the UK?
It depends who died. There is a day-one statutory right to 2 weeks' paid leave when a child under 18 dies, or a baby is stillborn after 24 weeks. For other bereavements, there is no statutory entitlement — but you may have contractual rights.