Written statement of employment particulars 



Under sections 1 and 2 of the Employment Rights Act 1996 (ERA 96), employees have the right to a written statement of particulars of their employment. This must be provided no later than eight weeks after the employment begins, and must include:


• the names of the employer and the employee;



• the date the employment began and the period of continuous employment;



• the scale and rate of remuneration, pay intervals and the method of calculating pay;



• terms relating to hours of work and any terms as to normal working hours;



• holiday entitlement and holiday pay, including public holidays, and any entitlement to accrued holiday pay on termination of the employment;



• rules about sickness or injury absence and sick pay;



• pensions and pension schemes;



• length of notice the employee is obliged to give and entitled to receive;



• job title or a brief description of duties;



• whether the employment is permanent or, if it is fixed-term, the date when it is expected to end;



• place of work, or if the employee is required or permitted to work at various places, confirmation of this and the employer’s address;



• details of the employer’s disciplinary and grievance procedures, or information about where to find them (See Chapter 10);



• any collective agreements affecting the employment contract;



• certain further particulars where the employment is outside the UK for more than a month each year. 



Information about sickness absence procedures, sick pay and pensions can be included in another document, such as a handbook, that the employee has reasonable opportunity to read at work.



If overtime is an essential element of the contractual relationship, so that employees should normally do it if requested, it must be referred to in the written statement (Lange v Georg Schunemann GmbH [2001] IRLR 244).



Simply providing details of the job title without any further description is not sufficient (Kampelmann and others v Landschaftsverband Westfalen-Lippe [1998] IRLR 333).



In relation to notice requirements, it is enough for the written statement to refer the employee to the law on the matter (see Chapter 10: Termination with/without notice) or to a collective agreement, as long as there are opportunities to see it at work. 



If there are no terms relating to any of the above items, this also must be stated. 



The right to a written statement is not restricted to new employees. Existing employees can ask for a statement of their particulars if they do not have one. 



If the employer does not provide a written statement, or fails to update the statement following a change to the contract terms, the employee can refer the matter to a tribunal at any time while they are working for the employer, or within three months of the ending of the employment. 
In practice, the introduction of tribunal fees (an issue fee of £160 and a hearing fee of £230) means that such claims are now very rare.


As with all claims except for interim relief (see Chapter 5), the first mandatory step is to submit a completed Acas Early Conciliation (EC) Notification Form, available from the Acas website. This must be done within the three-month time period for making the claim. For information on fees, “Help with fees”, and Acas EC see Chapter 13.



Compensation of between two to four weeks’ pay (capped at £489 per week (2017-18)) can be awarded for failure to provide a written statement within two months of the employment start date, but only if another statutory claim, such as a claim for unfair dismissal, is successful (Advanced Collection Systems v Gultekin [2015] UKEAT 0377/14/0602). There is no freestanding right to compensation for failure to provide the statement. 



An employment tribunal can look at all the evidence to decide what employment contract terms and conditions the parties must have agreed, but the tribunal is not allowed to rewrite those terms (Eagland v BT [1992] IRLR 323, Consistent Group Limited v Kalwak [2008] EWCA Civ 430).


The written statement of employment particulars is not the contract of employment, but it is good evidence of the contract terms. However, just because something is omitted from the statutory statement of particulars, does not mean it cannot be a contract term. For an example, see Allen v TRW Systems [2013] UKEAT/2013/0083/12, discussed on page 437 of Chapter 11.




An employment tribunal can make a declaration confirming the content of the written statement of employment particulars and can amend the statement so that it reflects the contract terms agreed between the parties (section 12, ERA 96). For example:


If contract terms change, the employer must give the employee a revised written statement of the change within one month of the change (section 4, ERA 96).



In 2016, the European Commission launched a review of the Written Statement Directive (91/533/EEC), on which the obligation to provide a written statement of employment particulars is based. Responding to concerns over the growth of zero and short hours contracts across Europe, the Commission is considering adding a new legal obligation on employers to include the number of expected hours and/or a minimum number of hours. However, depending on timescale, any change seems likely to have limited relevance to UK workers, following the vote to leave the EU (see Chapter 1).
The Commission published formal proposals in April 2017.