Employment Contract Compliance Check

Why this matters

Under the Employment Rights Act 1996 (as amended), employers must give workers a written statement of employment particulars on or before their first day of work — not within two months as was previously allowed. This statement must cover specific items including pay, hours, holiday entitlement, place of work, notice periods, and details of any probationary period. Failing to provide this, or providing an incomplete one, can result in an employment tribunal awarding additional compensation if the employee brings another successful claim.

Beyond the legal minimum, a well-drafted contract protects your business too — covering confidentiality, intellectual property ownership for work created by employees, post-termination restrictions where appropriate, and clear disciplinary and grievance procedures. Many small businesses use contracts that haven’t been updated in years, missing recent changes like the right to request a more predictable working pattern, or referencing outdated statutory rates and entitlements.

What you'll need

• A copy of your standard employment contract template
• Your current holiday year and entitlement policy
• Your notice period terms
• Whether you use probationary periods

What you'll get

A personalised compliance report covering: a score out of 100, an executive summary, a list of findings ranked by severity, and a prioritised action plan with timeframes.