The written statement of employment particulars.

The written statement of employment particulars sets out someone’s main terms of work. It is sometimes called a section 1 statement, after the section of the Employment Rights Act 1996 that requires it.

Both employees and workers must get one, from their first day. A contract can be the written statement if it includes everything below.

The main document, the principal statement, must give at least:

• the employer’s name, and the person’s name, job title or a description of the work, and start date;
• for an employee, the date any earlier job that counts towards continuous employment began;
• how much and how often they are paid;
• their hours and days of work, and whether those can vary;
• their holiday entitlement;
• where they work, and whether they might have to move;
• how long the job is expected to last, or the end date of a fixed-term contract;
• any probation period and its conditions;
• any other benefits;
• training they must do, and whether you pay for it.

Also due on day one, in the statement or in a separate document they can easily get to, such as an intranet: sick pay and the procedure for sickness, other paid leave such as maternity and paternity leave, and notice periods.

A wider written statement can follow within 2 months of the start, covering:

• pensions and pension schemes;
• collective agreements;
• any other training you provide that they don’t have to do;
• your disciplinary and grievance procedures.

Tell the person in writing about any change to these particulars within one month of making it. A pay rise, new hours or a move to another site all count.

Someone without a correct statement can raise it with you, then a grievance, and as a last resort ask an employment tribunal to decide what their particulars should have been. When they win another claim against you, such as for unpaid wages, the tribunal can add up to 4 weeks’ pay for a missing or wrong statement, with a limit on a week’s pay.