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?
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?
For very basic & temporary low level jobs consider using the Statement of Written Particulars. This is quicker to complete and aims to meet your minimum legal obligations.

For permanent staff opt instead for a full contract. Look down the list to see if there is a contract that is tailored for your industry, for example, a licensed industry specific contract suitable for pubs, restaurants, hotels with live-in staff etc. These take a little longer to complete, but if you are an annual subscription holder you can save your contract and re-use it for future employees, saving you the time of answering every question.

The first time you create a contract take the time to read through all the help and guidance notes we give you and contact us via the 'contact us' facility if you are at all unsure about any aspect.
Can I write my own contractual clauses?
What is a contractual amendment?