Written statements, employment contracts, zero hours agreements, employee handbooks, disciplinary and grievance procedures, settlement agreements, offer letters, and an annual leave & holiday pay tracker — 12 templates updated for the Employment Rights Act 2025. Build your actual document — every clause, every detail — before you pay.
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The day-one written statement of employment particulars has been a legal requirement for all employees and workers since April 2020, provided on or before the first day of employment. Covers principal terms, supplementary terms, and all prescribed particulars.
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Comprehensive employment contract covering pay, hours, notice periods, holiday entitlement, and confidentiality. Updated for the Employment Rights Act 2025 — including the six-month unfair dismissal qualifying period and fire-and-rehire protections that take effect from January 2027.
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Zero hours agreement structured following ERA 2025 requirements. Covers exclusivity clause restrictions, reasonable notice for shifts, and right to request guaranteed hours.
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Company policies, procedures, and expectations covering workplace conduct, absence, IT use, social media, and whistleblowing. Updated for ERA 2025 statutory requirements.
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Formal disciplinary process with investigation, hearing, and appeal stages. Structured following the ACAS Code of Practice — vital evidence with the unfair dismissal qualifying period dropping to six months from January 2027 under ERA 2025.
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Formal grievance process for employees to raise concerns. Structured following ACAS Code of Practice — failure to follow can result in increased tribunal awards under ERA 2025.
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Structured PIP with objectives, timelines, support measures, and review dates. With the unfair dismissal qualifying period dropping to six months from January 2027 under ERA 2025, documented performance management is critical evidence for any capability dismissal.
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Professional job offer with key terms, conditions, and start date. Sets expectations before the employment contract is signed — important now that the unfair dismissal qualifying period drops to six months from January 2027.
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Apprenticeship agreement covering training, qualifications, working hours, and supervision. Structured following apprenticeship legislation and updated for ERA 2025 day one rights.
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Formal settlement agreement for termination of employment with agreed terms, compensation, and waiver of claims. Structured following Employment Rights Act requirements — employee must receive independent legal advice.
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Freelance services agreement with clear terms distinguishing contractor from employee status. With ERA 2025 strengthening worker protections, proper documentation of genuine self-employment is more important than ever.
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Track annual leave and holiday pay for your whole team in one portal — book leave by date range with hours calculated automatically, log overtime and sickness, see live entitlement and remaining balances, and generate the statutory six-year record. Structured following the Working Time Regulations 1998 (reg 16B, inserted by the Employment Rights Act 2025).
🖥️ One portal — add your whole team, export anytime
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ERA 2025 changed the rules — every employer needs updated documentation from day one
Get all 12 templates for £120 — 50% off individual purchase. The core documents employers need for ERA 2025 compliance.
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Day one written statements, updated contracts, disciplinary and grievance procedures, settlement agreements — all structured following the Employment Rights Act 2025.
Pay once, use unlimited times across all your employees. Free lifetime updates — we monitor UK law changes and updated versions appear free in your My Templates page.
The Employment Rights Act 2025 is rolling out across 2026 and 2027 — employers with out-of-date documentation face growing exposure
From January 2027 the qualifying period drops from two years to six months and the compensation cap is removed. Fair process and documentation matter far earlier.
From January 2027, dismissing someone for refusing a change to core terms such as pay or hours becomes automatically unfair in most cases. Getting contracts right up front matters more than ever.
New exclusivity restrictions and reasonable shift-notice requirements, plus the right to request guaranteed hours reflecting those regularly worked (from 2027).
Since 6 April 2026, statutory sick pay applies from day one with no waiting period, and paternity and unpaid parental leave are day-one rights.
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Day one written statements, updated contracts, disciplinary procedures — employers without updated documentation are already exposed to tribunal claims.
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