Employment Contract
A written employment contract sets out the terms agreed between an employer and an employee — pay, hours, holiday, notice and any special clauses such as probation or a non-compete. In the UK, employees are legally entitled to a written statement of the main terms on or before their first day, and a clear contract prevents disputes later.
When to use this employment contract
- You are hiring a new employee, whether on a permanent or fixed-term basis.
- You need to give a worker the written statement of particulars required by law.
- You want to record agreed terms like salary, hours, probation or a non-compete in one signed document.
What you'll need
- The employer's and employee's names and addresses.
- Job title, start date and whether the role is permanent or fixed-term.
- Salary, weekly hours, holiday entitlement and notice period.
- Any optional terms — probationary period, non-compete, or bespoke additional clauses.
Signing and execution
Both the employer (or an authorised signatory) and the employee should sign and date the contract. Each party should keep a signed copy.
A simple signature is sufficient; a deed is not required for an ordinary employment contract. Give the employee the written terms no later than their first day of work.
Relevant legislation
Frequently asked questions
Is a written contract legally required in the UK?
Employees and workers must be given a written statement of the main employment particulars on or before their first day. A full contract is the clearest way to meet that duty.
What notice period should I use?
The statutory minimum is one week once an employee has worked a month, rising with length of service. Many contracts set a longer contractual notice — this template lets you choose.
Is a non-compete clause enforceable?
Post-termination restrictions are only enforceable if they go no further than reasonably necessary to protect a legitimate business interest. Keep the duration and scope modest, and take advice for senior roles.
This template and guidance are for general information only and are not legal advice. For important matters, have the document reviewed by a qualified solicitor.