Compliance Tool
Employment Contract
Checker
Legal Basis
ERA 1996
Day-One Right
Since 2020
Answer nine simple questions about your employment contract to get an instant compliance assessment. Since April 2020, all employees and workers in the UK are entitled to a written statement of employment particulars on or before their first day. This checker highlights missing terms, explains why each one matters, and tells you what to do next.
Your Contract Details
Tick each item that is clearly stated in your written contract or statement of employment particulars.
Compliance Status
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Items Present
— / 9
Items Missing
— / 9
Assessment
Tick the items included in your contract and press "Check My Contract" to see your compliance assessment.
How the employment contract checker works
The checker asks nine yes-or-no questions about key terms that should appear in any UK employment contract or written statement of employment particulars. Simply tick each item that is clearly stated in your written contract.
Once you press "Check My Contract", the tool scores your contract out of nine and assigns a traffic-light rating. Green means your contract covers almost everything required. Amber means some important terms are missing and you should raise them with your employer. Red means your contract is significantly incomplete and may not meet the legal minimum requirements.
For each missing item, the checker explains why it matters and what rights you have. This is not legal advice — it is an educational tool to help you understand whether your contract meets the standard set out in the Employment Rights Act 1996 (as amended).
UK employment contract law: what you need to know
Since 6 April 2020, all employees and workers in the UK are entitled to a written statement of employment particulars on or before their first day of work. Previously, this right only applied to employees (not workers) and employers had two months to provide it. The law was strengthened to ensure everyone knows their terms from day one.
The written statement must include the following as a minimum:
- Names: the employer's name and the employee's or worker's name
- Job title or description: the role or a description of the work
- Start date: and the date continuous employment began if different
- Pay: how much, how often, and method of payment
- Hours: normal working hours and days, and whether they may vary
- Holiday: annual leave entitlement including bank holidays
- Place of work: where you are expected to work
- Probationary period: conditions and duration if applicable
- Benefits: any non-pay benefits provided by the employer
Additional particulars — including sick pay, pensions, notice periods, disciplinary and grievance procedures, and training requirements — must be provided in a supplementary statement within two months of the start date.
If your employer fails to provide a written statement, you can make a claim to an employment tribunal. The tribunal may award compensation of two or four weeks' pay. For free, impartial advice, contact ACAS on 0300 123 1100.
Frequently asked questions
What must legally be included in a UK employment contract?
Since 6 April 2020, employers must provide a written statement of employment particulars on or before the first day of work. This must include the employer's name, the employee's name and job title, start date, pay rate and frequency, hours of work, holiday entitlement, place of work, notice periods, and details of any probationary period. Additional terms such as sick pay, pensions, and disciplinary procedures must be provided within two months of starting.
Is a verbal employment agreement legally binding in the UK?
Yes, a verbal agreement can form a legally binding contract of employment. However, employers are still required by law to provide a written statement of employment particulars. Without a written document, it becomes much harder to prove the agreed terms if a dispute arises. A verbal-only arrangement leaves both parties vulnerable and may indicate the employer is not meeting their legal obligations.
Can my employer change my contract terms without my agreement?
No. An employer cannot unilaterally change the terms of your employment contract without your consent. Any changes must be agreed by both parties. If your employer changes your terms without agreement, this could be a breach of contract. In some cases, imposing changes without consent may entitle you to claim constructive dismissal at an employment tribunal.
Do zero-hours contract workers have the same rights to a written statement?
Yes. Since April 2020, all workers — including those on zero-hours contracts — are entitled to a written statement of employment particulars from day one. Zero-hours workers also have the right to the National Minimum Wage, paid holiday, rest breaks, and protection against unlawful discrimination, regardless of how many hours they work.
What notice period am I entitled to under UK law?
The statutory minimum notice period depends on how long you have been employed. During the first month there is no statutory minimum. After one month, the minimum is one week. After two years, it is one week for each complete year of service, up to a maximum of 12 weeks. Your contract may specify a longer notice period, which takes precedence over the statutory minimum.
What should I do if my employer has not provided a written contract?
If your employer has not provided a written statement of employment particulars, you should first raise this with them in writing. If they still do not provide one, you can make a claim to an employment tribunal. The tribunal can order the employer to provide the statement and may award compensation of two or four weeks' pay. You can also contact ACAS for free advice on 0300 123 1100.