Under UK employment law, every contract of employment must include a number of mandatory particulars. Since April 2020, these must be provided as a day-one right not within two months of starting as was previously the case. A compliant contract must cover:
The employee's job title, department, reporting structure, and a clear outline of their primary duties and responsibilities reducing ambiguity and protecting both parties if a dispute arises over the scope of the role.
The agreed salary or hourly rate, payment schedule (weekly/monthly), overtime rules, and any salary review process. Must comply with the National Living Wage and National Minimum Wage rates applicable from April 2025.
Contracted hours, flexible working arrangements (including any hybrid or remote working terms), place of work, and any requirements for travel. Particularly important post-Employment Rights Act 2025 day-one flexible working rights.
Statutory minimum holiday entitlement (5.6 weeks for full-time employees), any additional company leave, public holiday arrangements, and the rules around carrying leave over or paying it out on termination.
Minimum statutory notice periods and any enhanced contractual notice. Conditions under which employment may be terminated including summary dismissal for gross misconduct protecting both parties and reducing tribunal risk.
Clauses protecting your business's confidential information, trade secrets, and client relationships both during and after employment. Non-compete and non-solicitation clauses where appropriate and legally enforceable.
Auto-enrolment pension details, any enhanced employer contributions, and additional benefits such as private health cover, death in service, bonus schemes, or other perks clearly stated to avoid disputes.
A reference to your disciplinary and grievance procedures either within the contract or by reference to your staff handbook. Legally required and critical for defending tribunal claims.
Harwood HR Solutions provides end-to-end employment contract advice and drafting for UK businesses of all sizes. Our service includes:
We also offer specialist guidance for specific situations and business types. See our dedicated pages on employment contracts for small businesses and advice on employment contracts.
Organisations that fail to provide the statutory written statement of main terms and conditions will breach their employees’ legal rights and can face an additional two to four weeks’ pay awarded against them at employment tribunal, even if the underlying claim is otherwise unsuccessful.
Beyond legal compliance, a well-drafted employment contract UK businesses can rely on will:
The type of employment contract you need will depend on the nature of the working arrangement. Common contract types we draft for UK employers include:
Duncan is a CIPD-qualified HR leader with 24+ years’ experience across retail, automotive, manufacturing and financial services. His expertise includes HR leadership, restructuring, acquisitions, employee relations and regulatory change. He has held senior roles with Sytner Group, Porsche GB and Dollar Financial Group and founded Harwood HR Solutions.
Zoe is a CIPD-qualified HR professional with extensive experience in HR, operations and training. She helped grow a business from 4 to 250+ employees and has expertise in acquisitions, TUPE, restructuring, recruitment, employee relations and FCA regulatory change, with a strong record of delivering HR projects without litigation.
Charlotte is a qualified HR professional with experience across people planning, organisational change, performance, talent and employee relations. She progressed to HR Business Partner at The Money Shop, supporting senior leadership through structural and financial change. Her expertise includes TUPE, redundancies, sickness absence and HR support across multiple sectors, including social care.
A bespoke employment contract reduces the risk of misunderstandings and disputes by clearly setting out roles, responsibilities, pay, and expectations. Unlike generic templates, a tailored contract reflects your specific business needs, sector requirements, and culture providing far stronger legal protection if a dispute reaches tribunal.
Our employment contract service includes drafting bespoke contracts for new hires, reviewing and updating existing agreements, advising on legally compliant clauses (pay, benefits, working hours, confidentiality, termination), and providing ongoing support as employment law changes. We also advise on contract disputes and variations.
We recommend reviewing employment contracts at least annually, and whenever there is a significant change in employment law or your business circumstances. The Employment Rights Act 2025 has introduced several changes, including to flexible working rights, zero-hours contracts, and unfair dismissal protections that may require your contracts to be updated.
Yes. All contracts drafted by Harwood HR Solutions are written to comply with current UK employment legislation, including the Employment Rights Act 2025, the Equality Act 2010, and applicable HMRC regulations. We monitor legislative changes continuously and update our template clauses accordingly.
Yes. We work closely with you to understand your business’s specific requirements and incorporate the clauses you need, including non-compete and non-solicitation provisions, IP ownership clauses, enhanced confidentiality terms, or sector-specific requirements. All clauses are reviewed for enforceability under current case law.
Yes. We advise employers on managing disputes arising from employment contracts, including breaches of contract, claims of constructive dismissal, and disagreements over contract variations. Our team provides practical, commercially-minded guidance to help you resolve issues efficiently and in compliance with employment law.
Most bespoke employment contracts can be drafted within a few business days. More complex requirements, such as director service agreements, senior executive contracts, or those involving intricate restrictive covenants, may take slightly longer. We will always provide a clear turnaround estimate before commencing work.
Yes. Contract reviews and updates are included as part of our retained HR service. We proactively notify retained clients of legislative changes that affect their employment documentation and update contracts as required — so you’re never caught out by a change in the law.
Generic online templates are not tailored to your business, your sector, or current employment law. They frequently lack enforceable restrictive covenants, miss mandatory clauses introduced since 2020, and provide no protection if challenged at tribunal. Harwood HR’s contracts are drafted specifically for your business by qualified HR consultants with current employment law knowledge.
Yes. We work alongside in-house HR teams to provide specialist employment law support, particularly for complex contractual matters, large-scale contract reviews, or situations where an independent expert view is beneficial. Our employment contract advice complements, rather than replaces, your existing HR resource.
Without a written contract, your business is exposed to significant legal risk. Employment terms default to implied terms and statutory minimums, which may be less favourable to your business than negotiated contractual terms. You also lose the protection of key clauses such as confidentiality, non-compete provisions, and IP ownership. A tribunal can award additional compensation for failing to provide the statutory written statement.
Yes. We draft specialist contracts for remote and hybrid working arrangements covering expected availability, place of work, data security, equipment provision, expense reimbursement, and the employee’s right to request flexible working. These contracts reflect the latest ACAS guidance and post-Employment Rights Act 2025 flexible working rights.
Yes. Employment law obligations apply equally to businesses of all sizes. We offer affordable, professionally drafted employment contracts for small businesses — giving you the same legal protection as larger organisations without the cost of an in-house legal or HR team.
Organisations that fail to provide the statutory statement of main terms and conditions will breach the rights of their employee.
Read MoreThere are also many types of employment contracts to consider here. Because of this, it can be a good idea to get advice on the law, to make sure they are all drawn up correctly.
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 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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