Free UK Employment Contract Template (2025)

A) UK employers must provide written employment terms on or before Day One. This solicitor-prepared contract helps you stay compliant without drafting from scratch.

B) The template is designed for small and medium-sized businesses needing clear protections for both employer and employee.

C) Suitable for use in:

✔ England & Wales
✔ Scotland
✔ Northern Ireland

D) Fully updated for ERA 1996, WTR 1998, UK GDPR, 2024–2025 flexible working reforms.

What the Free Template Covers

E) Tribunal-ready employment terms, covering:

✔ Employment particulars, job title & start date
✔ Hours of work, rest breaks & overtime rules
✔ Pay schedule, deductions & payroll frequency
✔ Holiday entitlement, sickness & absence
✔ Probation & performance review process
✔ Confidentiality, data protection (UK GDPR) & IT use
✔ Disciplinary & fair termination procedure
✔ Hybrid/remote working statements where relevant
✔ Health & Safety & workplace conduct

Sample Clause Extracts

F) Probation — The Employee will serve a probationary period of [X] months. The Employer may extend probation where reasonable.

G) Working Hours — Employee may need to work reasonable additional hours in accordance with Working Time Regulations.

H) Confidentiality — Misuse of business information may result in disciplinary action or gross misconduct dismissal.

I) Data Protection — Employer will process data lawfully under UK GDPR & DPA 2018. Employee must follow all security policies.

J) Notice & Termination — Written notice required. Employer may apply garden leave or PILON where stated.

K) Misconduct — Theft, violence, fraud, harassment & serious breaches may result in summary dismissal.

Download Free Employment Contract

L) Fully editable Word document + PDF reference. No login required.

Download Free Employment Contract (Word & PDF)

Pro Contract Upgrade (£5 One-Time)

M) Recommended for senior, client-facing or revenue-impact roles. Adds:

✔ Garden leave & enforceable PILON
✔ Full intellectual property ownership
✔ Client & staff business protection clauses
✔ Light restrictive covenants
✔ Secure return of devices & confidential data

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O) Instant help with holiday pay, probation, misconduct, notice periods and working hours.

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Employer FAQs — UK Employment Contracts (2025)

1. Can I add policies later?
Yes — policies can be kept non-contractual and updated with reasonable notice.
ACAS: Policies and procedures
2. Can I shorten probation notice?
Yes — but once the employee has 1 month’s service, statutory minimum notice of 1 week applies.
GOV.UK: Notice periods
3. Do I need to give a written contract before the first day?
Yes — key terms (“written particulars”) must be provided on or before Day One.
GOV.UK: Written statement of employment particulars
4. What if the employee refuses to sign?
Keep emails or records showing the contract was offered with time for questions. If they start work, key terms are usually treated as agreed in practice.
ACAS: Employment contracts
5. Can I withdraw a job offer before they start?
Yes — but if they resigned from another role relying on the offer, they may claim financial loss.
ACAS: Job offers
6. Do fixed-term employees have the same rights?
Yes — fixed-term employees must not be treated less favourably than comparable permanent staff.
GOV.UK: Fixed-term contracts
7. Can I change the employee’s duties later?
Yes — if the contract allows reasonable changes and you consult with the employee first.
ACAS: Changing an employment contract
8. Can I reduce hours if business is quiet?
Only if the contract includes a valid lay-off or short-time working clause; otherwise changes need agreement.
GOV.UK: Lay-offs and short-time working
9. Can I deduct money for damages or training costs?
Yes — but only where the contract clearly authorises the specific deduction and it does not take pay below National Minimum Wage.
GOV.UK: Pay and deductions
10. Can I monitor staff (CCTV, email, systems)?
Yes — monitoring must be lawful, proportionate and explained in privacy / monitoring policies.
ICO: Monitoring workers
11. Do I need to keep holiday records?
Yes — employers must be able to demonstrate compliance with the minimum 5.6 weeks’ statutory leave.
GOV.UK: Holiday entitlement
12. What if sickness absence becomes excessive?
Use your sickness and capability procedures fairly, documenting meetings, support and review stages.
ACAS: Managing sickness absence
13. Do zero-hours workers still get holiday?
Yes — they are entitled to holiday based on 5.6 weeks pro-rated (often calculated via percentage of hours worked).
GOV.UK: Zero-hours workers
14. Do part-time workers have equal rights?
Yes — they must not be treated less favourably than comparable full-time workers, on a pro-rata basis.
GOV.UK: Part-time worker rights
15. Can employees refuse Sunday work?
In some sectors (especially retail and betting) staff have specific Sunday working rights and opt-outs.
GOV.UK: Sunday working
16. Do I have to offer a workplace pension?
Most eligible workers must be automatically enrolled into a qualifying pension scheme under auto-enrolment rules.
GOV.UK: Workplace pensions
17. Can I require employees to take holiday on specific dates?
Yes — you can require leave (e.g. shutdown periods) by giving at least twice as much notice as the length of the leave.
GOV.UK: Holiday notice rules
18. Can I monitor performance using apps or timesheets?
Yes — but you must be transparent, respect privacy and follow data protection law.
ICO: Monitoring workers
19. How do flexible working requests work?
Employees can request flexible working and you must consider each request reasonably and respond within statutory timescales.
ACAS: Flexible working
20. Can I restrict staff from having a second job?
Yes — if it creates a conflict of interest, competes with your business or breaches Working Time Regulations.
GOV.UK: Working time rules
21. Can I give a negative reference?
You can give a factual or limited reference, but any information must be accurate, fair and not misleading.
ACAS: Job references
22. Can I dismiss someone for poor performance?
Yes — but you should follow a fair performance management process, giving warnings, support and time to improve.
ACAS: Discipline and grievances
23. Can employees work remotely from another country?
Not without permission — overseas work can affect tax, immigration status, insurance and data protection obligations.
GOV.UK: Working or retiring abroad & tax
24. What happens to unused holiday on termination?
Any accrued but unused statutory holiday must be paid; overused holiday may be deducted from final pay if contract allows.
GOV.UK: Holiday pay
25. Can I update the contract later?
Significant changes usually require the employee’s agreement or a valid variation clause with consultation and reasonable notice.
ACAS: Changing contracts

More FAQ?

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Who Should Use This Template?

P) Designed for:

✔ SMEs & startups
✔ Office, retail, hospitality sectors
✔ Hybrid & remote teams
✔ Full-time, part-time, fixed-term roles

Legal Information

Q) This page is general legal information only and does not constitute legal advice. Complex or high-risk situations (for example redundancy, TUPE, discrimination or tribunal threats) should be reviewed with a qualified employment solicitor.