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An offer of employment for an Employer hiring an Employee in England and Wales, drafted to serve as the statutory written statement of particulars: role, start date, pay, hours, holiday, sick pay, pension, notice, confidentiality, intellectual property, optional post-employment restrictions and English governing law.
England & Wales
Highlighted blanks are the details your parties fill in.
This agreement is dated the date on which it is signed by the last of the parties.
This agreement is made between [TO BE CONFIRMED — Employer legal name and details] (the "Employer") and [TO BE CONFIRMED — Employee full name and address] (the "Employee").
"Role" means [TO BE CONFIRMED — Job title].
"Reporting Manager" means [TO BE CONFIRMED — Reporting manager (name or title)].
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An offer of employment for an Employer registered in the ADGM hiring an Employee under the ADGM Employment Regulations 2024: role, indefinite or fixed term, probation, salary, hours, leave, end-of-service gratuity or elected pension scheme, notice, repatriation flight, confidentiality, intellectual property, optional restrictions, ADGM law and ADGM Courts.
"Continuous Employment Date" means [TO BE CONFIRMED — Date continuous employment began (if earlier employment counts)].
"Place of Work" means [TO BE CONFIRMED — Normal place of work (or hybrid arrangement)].
"Working Hours" means 37.5 hours a week, Monday to Friday, with an unpaid lunch break of one hour each day.
"Salary" means [TO BE CONFIRMED — Salary] per year.
"Pay Arrangements" means monthly in arrears by bank transfer on or before the last working day of each month.
"Holiday Entitlement" means 25 working days in each holiday year, in addition to the usual public holidays in England and Wales.
"Holiday Year" means 1 January to 31 December.
"Probation Period" means six months.
"Probation Notice" means one week.
"Employer Notice Period" means one month.
"Employee Notice Period" means one month.
"Company Sick Pay" means [TO BE CONFIRMED — Company sick pay (amount and duration)].
"Pension Arrangements" means membership of a qualifying workplace pension scheme chosen by the Employer, with contributions at not less than the statutory minimum rates.
"Bonus Scheme" means [TO BE CONFIRMED — Bonus scheme or commission plan].
"Other Benefits" means [TO BE CONFIRMED — Other benefits].
"Required Training" means [TO BE CONFIRMED — Training the Employee must complete].
"Collective Agreement" means [TO BE CONFIRMED — Collective agreement that directly affects the terms].
"Restricted Period" means six months.
"Restricted Business" means any business that competes with the Employer in supplying products or services with which the Employee was materially involved during the last 12 months of the employment.
The Employer offers to employ the Employee in the Role on the terms of this agreement, and the Employee accepts that offer by signing it. The Employee will report to the Reporting Manager.
The Employee must perform the duties of the Role and any other duties consistent with the Role that the Employer reasonably assigns, comply with the Employer's lawful and reasonable instructions, and act in good faith in the Employer's interests.
This agreement, together with the policies and procedures it refers to, contains the written statement of employment particulars required by Part I of the Employment Rights Act 1996.
This offer is conditional on the Employee providing, before the Start Date, the evidence of their right to work in the United Kingdom that the Employer is required to check. The Employee must provide further evidence when asked, and the Employer may end the employment if the Employee ceases to have the right to work in the United Kingdom.
This offer is also conditional on the Employer receiving references and any criminal record or qualification check appropriate to the Role that it considers satisfactory, obtained in accordance with data protection law and, where relevant, the rules on criminal record checks.
The Employee's employment will start on the Start Date. No employment with a previous employer counts as part of the Employee's period of continuous employment, which starts on the Start Date.
The employment starts with a probationary period equal to the Probation Period. The Employer may extend it once, by up to three months, by written notice given before it ends. During the probationary period, either party may end the employment by giving the other the Probation Notice in writing or, if longer, the minimum notice required by section 86 of the Employment Rights Act 1996.
The Employee's normal place of work is the Place of Work. The Employer may require the Employee to work at another location within reasonable daily travelling distance on reasonable notice, and to travel on the Employer's business as the Role reasonably requires.
The Employee will not be required to work outside the United Kingdom for a continuous period of more than one month unless the parties first agree the terms in writing.
The Employee's normal working hours are the Working Hours. The Employee may be asked to work reasonable additional hours where the needs of the business require. Any pay or time off in lieu for additional hours is as set out in the Employer's policies.
The Employee agrees that the limit on average weekly working time in regulation 4(1) of the Working Time Regulations 1998 does not apply to their employment. The Employee may withdraw this agreement at any time by giving the Employer written notice of seven days.
The Employer will pay the Employee the Salary in accordance with the Pay Arrangements, less income tax, national insurance contributions and other deductions required by law. The Salary accrues from day to day. The Employer will review the Salary annually but is not obliged to increase it.
The Employee agrees that the Employer may deduct from any sum it owes the Employee, including on termination, any sum the Employee owes the Employer, including overpaid salary or expenses, unrepaid loans or advances, and pay for holiday taken in excess of accrued entitlement. No deduction may reduce the Employee's pay below the National Minimum Wage.
The Employee is eligible to participate in the Bonus Scheme on its terms. Unless the Bonus Scheme expressly provides otherwise, any bonus is at the Employer's discretion, which it must exercise rationally and in good faith, and a bonus paid in one year does not create an entitlement in any later year.
The Employer will reimburse the reasonable expenses the Employee properly incurs in performing their duties, in accordance with its expenses policy and on production of receipts.
The Employee is entitled to the Holiday Entitlement in each Holiday Year, at their normal rate of pay, pro-rated for any part year or part-time working. Holiday must be taken at times agreed with the Employer, which may require the Employee to take holiday on specified days by giving the notice required by the Working Time Regulations 1998.
Holiday not taken in a Holiday Year is lost unless the Employer agrees otherwise in writing, except where the law allows it to be carried over, including where the Employee could not take it because of sickness or family-related leave.
On termination, the Employer will pay the Employee in lieu of accrued but untaken holiday for the current Holiday Year, and may deduct from final pay any pay for holiday taken in excess of accrued entitlement. The Employer may require the Employee to take accrued holiday during any notice period.
The Employee must report sickness absence and provide evidence of incapacity in accordance with the Employer's sickness absence policy. The Employee is entitled to Statutory Sick Pay when eligible. Any sick pay above that is at the Employer's discretion under its sickness absence policy.
The Employer may ask the Employee to attend a medical examination by a practitioner it nominates, at its cost, and the Employee agrees to the practitioner disclosing the resulting report to the Employer, subject to the Employee's rights under the Access to Medical Reports Act 1988.
The Employee is entitled to maternity, paternity, adoption, shared parental, parental bereavement, neonatal care, carer's and other statutory leave and pay in accordance with the law and the Employer's policies as in effect from time to time.
The Employer will comply with its automatic enrolment duties under the Pensions Act 2008 and will provide the Pension Arrangements.
The Employee is entitled to the Other Benefits, subject to the rules of any relevant scheme or insurance policy as in effect from time to time. The Employer may change the provider or terms of any benefit, provided that the overall level of benefit is not materially reduced without the Employee's agreement.
The Employee must complete any training that the Employer reasonably requires for the Role. The Employer will pay for required training and treat time spent on it as working time, unless it agrees otherwise with the Employee in writing.
The training the Employer currently requires is the Required Training.
The Employee must comply with the Employer's policies and procedures, including its disciplinary and grievance procedures, which are available from the Employer's human resources function. They do not form part of the Employee's contract unless they say otherwise, and the Employer may change them.
If the Employee is dissatisfied with a disciplinary decision or wishes to raise a grievance, the Employee should apply in writing to the Reporting Manager or, if the matter concerns the Reporting Manager, to the person named in the relevant procedure.
During the employment, the Employee must not, without the Employer's prior written consent, be engaged or interested in any business that competes with the Employer or that would materially interfere with the performance of their duties, except as a holder of up to three percent of any class of securities listed on a recognised investment exchange.
During and after the employment, the Employee must not use or disclose any trade secret or other confidential information of the Employer, its group companies, customers or suppliers that the Employee obtains through the employment ("Confidential Information"), except in the proper performance of their duties, with the Employer's written consent or as required by law. This does not apply to information that becomes public other than through the Employee's breach.
Nothing in this agreement prevents the Employee from making a protected disclosure under Part IVA of the Employment Rights Act 1996, reporting a criminal offence to a law enforcement agency, cooperating with a regulator, seeking legal or medical advice, or making any other disclosure that the law protects or that cannot lawfully be restricted.
All intellectual property rights in any work, invention, design or other material the Employee creates in the course of the employment belong to the Employer. To the extent they do not vest in the Employer automatically, the Employee assigns them to the Employer, including by way of present assignment of future copyright. The Employee must promptly disclose such material to the Employer and sign the documents the Employer reasonably requests to confirm or register its rights.
The Employee waives unconditionally all moral rights under Chapter IV of Part I of the Copyright, Designs and Patents Act 1988 in any work in which copyright belongs to the Employer under this agreement. Nothing in this agreement affects the Employee's rights under sections 39 to 43 of the Patents Act 1977.
The Employer will process the Employee's personal data in accordance with data protection law and its employee privacy notice, which it will give the Employee before or on the Start Date. The Employee must comply with the Employer's data protection policies when handling personal data in the course of the employment.
After any probationary period, either party may end the employment by giving the other written notice. The Employer must give the Employer Notice Period or, if longer, the minimum notice required by section 86 of the Employment Rights Act 1996. The Employee must give the Employee Notice Period.
The Employer may end the employment with immediate effect at any time by paying the Employee, instead of all or the remainder of the notice period, a sum equal to the basic Salary for that period, less tax and national insurance contributions. The Employer may pay it in instalments over what would have been the notice period.
During all or part of any notice period, the Employer may require the Employee not to attend work, not to perform some or all of their duties, and not to contact the Employer's customers, suppliers or staff. The Employee remains employed and continues to receive their Salary and contractual benefits during that period.
The Employer may end the employment without notice or payment in lieu of notice if the Employee commits gross misconduct or a serious or repeated breach of this agreement, after following a fair procedure.
When the employment ends, or earlier if the Employer asks, the Employee must return all property of the Employer, including documents, devices and Confidential Information, and must not keep any copy.
For the Restricted Period after the employment ends, the Employee must not, in competition with the Employer, solicit or deal with any person who was a client or customer of the Employer, and with whom the Employee had material dealings, during the last 12 months of the employment; or solicit any senior employee of the Employer with whom the Employee worked during that period to leave the Employer. The Restricted Period is reduced by any period the Employee spends on garden leave.
Each restriction in this Restrictions after Employment clause is separate. The Employee confirms that each is reasonable and no more than necessary to protect the Employer's legitimate interests in its Confidential Information, customer connections and workforce stability.
No collective agreement directly affects the terms and conditions of the Employee's employment.
A notice under this agreement must be in writing and may be given by hand, by first-class post to the Employer's registered office or the Employee's last known home address, or by email to the Employee's work or personal email address or to the email address of the Employer's human resources function.
This agreement is the entire agreement between the parties about the Employee's employment and replaces any earlier offer or arrangement. Any change to it must be agreed in writing, and the Employer will confirm any change to the particulars in this agreement in writing within one month of it taking effect.
A person who is not a party to this agreement has no right under the Contracts (Rights of Third Parties) Act 1999 to enforce any of its terms.
This agreement and any non-contractual obligation arising out of or in connection with it are governed by the law of England and Wales. The courts of England and Wales have exclusive jurisdiction over any dispute arising out of or in connection with it, without affecting either party's right to bring a claim in an employment tribunal.
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