Contracts of employment (written statements of particulars)

What is the difference between a contract of employment and a statement of written particulars of employment?
Why should my staff have contracts rather than written particulars?
A full contract is often a safer option than written particulars because it contains more details about the terms and conditions of employment and on the employer’s expectations of the employee. Written particulars can leave important aspects of the employment relationship open to interpretation and ultimately if the relationship were to turn sour, it will be for a tribunal to interpret those missing or controversial aspects.
Who do I need to give written particulars (as a minimum) to?
Do I need to give written particulars (as a minimum) to staff before they start work for me?
What does ‘breach of contract’ mean and what can happen as a result?
What is the penalty for not providing a written contract or a statement of written particulars within 2 months?
What do I need to do with the contract once I've produced it?
Do I need to issue a new contract every year or every time something changes?
My (existing) employees won't sign the contract! What do I do?
What does 'Continuous Service' mean & why is it significant?
Which contract should I use?
Can I write my own contractual clauses?
What is a contractual amendment?