Has your business experienced growth through the global pandemic? Many businesses will be looking to grow their teams and welcome new employees in the coming months. The recruitment process can be an exciting time with employers eager to welcome fresh talent into their business. It can also be a stressful one with lots to do and lots to remember, particularly for businesses that do not recruit often. It is therefore important that amongst all of the excitement and chaos, as an employer you are providing your new starters with all the information that you are legally obliged to do so and within the time scales defined by employment law. This article will summarise what information you must provide new employees with and by when you must do this.

What is a written statement of employment particulars?

It is a legal requirement for employers to issue a written statement of particulars to new employee’s and workers. The statement of particulars is made up of the principal statement and a wider written statement.  From 6th April 2020, the principal statement must be issued on or before the first day of employment and the wider statement within the first 2 months.

What should be included?

At a minimum, the principal statement must include:

  • the employer’s name
  • the employee’s or worker’s name, job title or a description of work and start date
  • how much and how often an employee or worker will get paid
  • hours and days of work and if and how they may vary (also if employees or workers will have to work Sundays, nights or overtime)
  • holiday entitlement (and if that includes public holidays)
  • where an employee or worker will be working and whether they might have to relocate
  • if an employee or worker works in different places, where these will be and what the employer’s address is
  • how long a job is expected to last (and what the end date is if it’s a fixed-term contract)
  • how long any probation period is and what its conditions are
  • any other benefits (for example, childcare vouchers and lunch)
  • obligatory training, whether or not this is paid for by the employer
  • the date of continuous employment, where applicable for employees
  • information on sick pay procedures, paid leave (e.g. maternity/paternity) and notice periods
  • If working abroad, the terms, that will surround this including length of assignment abroad, currency of pay, additional benefits and conditions upon return to the UK.

At a minimum, the wider written statement must include information about:

  • The Pension Scheme
  • Collective Agreements
  • The right to non-compulsory training provided by the employer
  • Disciplinary and Grievance Procedures


Often, employers will combine both of these documents into one in the Employment Contract and issue all of the above information before the employee commences employment. It is certainly good practice to do this in conjunction too with issuing an employee handbook outlining all policies and procedures of the employment. Failure to provide the above information within the time frames stated can find businesses in employment tribunals and facing a multitude of problems further down the line.







For any help or advice on writing a written statement of particulars or wider policies and procedures such as an Employee Handbook, please get in touch through the contact us page for a discussion on how we can help.

 Or why not take of HR Impact Score Card Quiz to see if your business is doing things right and maximising the impact of it’s HR strategy?