UK employers use several different types of employment contracts depending on the nature of the working arrangement. We provide specialist employment contract advice on all of the following:
The most common contract type, with no specified end date. We advise on what must be included as a day-one legal requirement, how to structure notice periods, probationary clauses, and restrictive covenants and how to vary terms lawfully as the business or role evolves.
Part-time employees have the same statutory rights as full-time employees on a pro-rata basis. We advise on correctly calculating pro-rated holiday, pension contributions, and pay — and on ensuring part-time contracts are not less favourable than full-time equivalents without objective justification.
Fixed-term employees are protected from less favourable treatment compared to permanent staff. We advise on setting appropriate end dates or triggering conditions, the four-year rule that converts fixed-term roles to permanent employment, and on lawfully not renewing a fixed-term contract without creating an unfair dismissal risk.
The Employment Rights Act 2025 has significantly reformed zero-hours contracts, introducing new obligations around guaranteed hours offers and restricting their use in certain circumstances. We advise employers on whether zero-hours arrangements remain appropriate, how to structure them compliantly, and what the new obligations mean in practice.
Agency workers are entitled to equal treatment on pay and working conditions after 12 weeks in the same role. We advise on the Agency Workers Regulations, the rights of agency staff versus direct employees, and the contractual obligations you have as a hirer — including when agency workers may gain employment rights directly against your business.
Apprentices have specific contractual protections beyond those applying to ordinary employees. We advise on apprenticeship agreement requirements, the National Minimum Wage for apprentices, training obligations, and what happens if you need to end an apprenticeship early including the circumstances where normal dismissal rules do not apply.
Our employment contracts advice service is designed to be practical and immediately actionable. We do not give generic legal information — we give specific guidance on your situation, your contracts, and your employees. Our advice covers:
Our advice is available on a one-off basis or as part of our retained HR service, which includes ongoing contract review and employment law updates as standard. For small businesses specifically, see our dedicated page on employment contracts for small businesses.
The most frequent areas where employers seek employment contract advice are: whether their existing contracts contain all mandatory particulars, how to lawfully vary contract terms (for example, changing pay, hours, or location), what to do when an employee refuses to sign a new or updated contract, and how to handle situations where no written contract was ever issued. Following the Post-Employment Rights Act 2025, questions about zero-hours contract compliance and flexible working rights have also increased significantly.
Yes, but only with the employee’s agreement, either express consent (the employee signs a new contract or written variation) or, in very limited circumstances, through a contractual right to vary terms that is clearly drafted into the original agreement. Imposing changes without consent is a breach of contract and may give rise to a constructive dismissal claim. We advise employers on the correct consultation process for varying terms and on handling employees who refuse to accept changes.
A verbal or implied contract still exists under the law, but without a written document, both parties are vulnerable to disputes over what was actually agreed. The employer is also in breach of their statutory obligation to provide a written statement of employment particulars from day one, which can result in tribunal awards of two to four weeks’ additional pay. We advise on how to regularise the position and issue compliant contracts retrospectively.
Yes, zero-hours contracts remain legal under the Employment Rights Act 2025, but their use is now subject to new obligations. Employers must offer guaranteed hours to zero-hours workers where those workers regularly work a consistent pattern. We provide specific zero-hours contract advice to help employers understand whether their existing arrangements are still compliant and what changes may be needed.
Employment law changes regularly, and contracts that were compliant even two or three years ago may now be missing mandatory clauses or contain terms that are no longer enforceable. Our contract review service audits your existing agreements against current legislation, including the Employment Rights Act 2025 and provides a clear report of what needs updating. We recommend a full review at least once a year, and immediately following any significant legislative change.
Yes. We provide employment contract advice UK employers need when disputes arise — whether that is a disagreement about what terms were agreed, a claim that the contract has been breached, or a threat of constructive dismissal following a unilateral change to terms. Our consultants assess the situation, advise on your legal exposure, and guide you through the appropriate steps to resolve the dispute and protect your business.
Organisations that fail to provide the statutory statement of main terms and conditions will breach the rights of their employee.
Read MoreJust like large businesses, small businesses with fewer than 25 employees need professionally-written contracts. But finding the time to create them is a challenge when you have limited human resources.
Read MoreEmployment contracts are mandatory and you can be fined if you don’t put contracts in place.
Read MoreOur retained HR service offers you all the benefits of having your own HR department, but at a fraction of the cost.
Read MoreExperience the power of Harwood HR and unlock the exclusive H&S portal for just £20 per month.
Read MoreConvenient, flexible and affordable through our portal with NO upfront cost, employees will enjoy an enhanced learning environment.
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When a business starts to grow, the people's challenges grow with it. More employees mean more employment contracts to manage, more workplace policies to implement, more compliance obligations to meet,...
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