UK Employment Contract - Editor

Employment Contract Editor

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👥 Parties to the Contract

Optional - Find at Companies House

💼 Employment Details

? A trial period where performance is assessed. During probation, notice periods are typically shorter. 3-6 months is standard in the UK.
Be specific but flexible. Always include general duties clause for adaptability.

📍 Work Location

? A mobility clause allows you to require the employee to work at different company locations. Essential for companies with multiple sites.

💷 Salary & Payment

UK National Minimum Wage (2025): £12.21/hour (21+), £10.00/hour (18-20), £7.55/hour (under 18)
? UK law limits working hours to 48 per week average. Employees can opt out to work longer hours. The opt-out can be cancelled with 7 days' notice.

⏰ Overtime

? There's no legal requirement to pay overtime in the UK. Many salaried roles don't receive it, but you can offer enhanced rates for hours beyond contracted time or TOIL (Time Off In Lieu).

🏖️ Annual Leave

? UK statutory minimum is 28 days (5.6 weeks) for full-time workers, including bank holidays. Part-time workers get pro-rata. You can offer more but not less.
UK minimum: 28 days (including bank holidays)
? Statutory minimum is twice the length of leave requested (e.g., 2 weeks notice for 1 week holiday). You can require more notice for business planning.
? Employers can require holiday to be taken in the leave year (with 2x notice). Carryover is not automatic. Statutory carryover (max 4 weeks) is required only if: long-term sick leave (must use within 18 months), maternity/family leave, or employer prevented them taking it. Otherwise unused leave is typically forfeited unless contract allows carryover.

🥼 Sick Pay & Pension

? SSP 2025: £118.75/week, up to 28 weeks. Requires 4+ consecutive days off (first 3 days unpaid - "waiting days"). Day-one SSP coming under Employment Rights Bill. Employee must notify employer ASAP on first day and provide fit note after 7 days. You can offer enhanced sick pay above statutory minimum.
? Auto-enrolment is mandatory: minimum 8% total (3% employer, 5% employee). You can postpone enrolment up to 3 months from start date. Employees can opt out but you must re-enrol them every 3 years. Custom schemes must meet or exceed statutory minimums.

📋 Notice Periods

🔒 Confidentiality & Restrictions

? Standard protects general business info. High level is for roles with access to trade secrets, sensitive client data, or R&D. Courts enforce reasonable confidentiality clauses.
? Restrictive covenants prevent ex-employees from competing, poaching clients/staff. Must be reasonable in duration and scope to be enforceable. 6-12 months is typical. Use carefully - courts scrutinize these heavily.
Restrictive covenants must be reasonable to be enforceable

🎁 Additional Benefits

? Benefits beyond statutory requirements like company car, health insurance, life insurance, bonus schemes, pension above minimum, gym membership, professional development budget.

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