What should a working hours clause include in a UK employment contract?

A working hours clause should set out normal hours, work pattern, overtime expectations, rest breaks, flexibility requirements, and whether the employee may be required to work additional hours. It should also consider Working Time Regulations compliance.

What should an annual leave clause include?

The holiday clause should state annual leave entitlement, bank holiday treatment, holiday year, booking procedure, carry-over rules, holiday pay, and what happens to accrued but unused holiday when employment ends.

What notice period should be included in an employment contract?

A notice clause should specify how much notice the employer and employee must give to terminate employment. It must meet at least the statutory minimum notice requirements, but the contract can provide longer notice periods.

Should an employment contract include a probation period clause?

A probation clause should state the probation length, review process, performance expectations, shortened notice period during probation if applicable, and the employer's right to extend probation where reasonable and clearly documented.

Should a UK employment contract include a confidentiality clause?

Yes. A confidentiality clause helps protect trade secrets, client information, pricing, business plans, personal data, and other sensitive information during and after employment.

What should an intellectual property clause cover?

An intellectual property clause should state who owns work created by the employee during employment, including documents, software, designs, inventions, branding, processes, and other materials developed as part of the role.

Are restrictive covenants enforceable in UK employment contracts?

Restrictive covenants can restrict competition, solicitation of clients, poaching staff, or dealing with customers after employment ends. They are only likely to be enforceable if they protect a legitimate business interest and are no wider than reasonably necessary.

What should a place of work clause include?

A place of work clause should state the normal workplace, any remote or hybrid working arrangements, mobility requirements, travel expectations, and whether the employer can require relocation or work at other sites.

What should a sickness absence clause include?

A sickness absence clause should explain notification requirements, evidence such as fit notes, statutory sick pay, any contractual sick pay, medical examinations, return-to-work procedures, and the impact of prolonged absence.

Should disciplinary and grievance procedures be included?

Yes. The contract or linked policies should refer to disciplinary and grievance procedures. Employers should also follow the ACAS Code of Practice when handling disciplinary and grievance issues.

What should a data protection clause include in an employment contract?

A data protection clause should explain that the employer will process personal data for employment purposes, refer to the privacy notice, and require the employee to follow data protection, confidentiality, and information security rules.

What should a termination clause include?

A termination clause should cover notice, payment in lieu of notice if used, garden leave if needed, return of company property, final pay, accrued holiday, confidentiality after termination, and any post-termination restrictions.

Do fixed-term employment contracts need special clauses?

Yes. A fixed-term employment contract should state the fixed end date or event, renewal terms, early termination rights, notice provisions, and whether any objective reason applies for the fixed-term arrangement.

What clauses are needed for remote or hybrid employees?

Remote workers should have clauses covering work location, equipment, expenses, health and safety, data security, confidentiality, monitoring, working hours, insurance, and the employer's right to require office attendance where appropriate.

How does a flowchart help decide which employment contract clauses to include?

The flowchart can help identify which clauses are relevant to the role, working pattern, seniority, access to confidential information, intellectual property creation, remote work, benefits, and termination needs before generating an employment contract.

When should an employment contract be updated?

You should review the contract whenever the employee's role, pay, hours, workplace, benefits, seniority, responsibilities, or legal obligations change. Significant changes should usually be agreed in writing.

Can I use an AI tool to generate a UK employment contract?

Yes. You can use an AI legal document generator to create a tailored UK employment contract, but the document should be checked carefully for accuracy, current legal compliance, and suitability for the specific employment relationship.

EN-GB>Employment>Employment Contract>Employment Contract Clauses in the United Kingdom

What Clauses Should Be Included In An Employment Contract In The United Kingdom

Created: 13 Jun 2026

This flowchart helps employers and employees understand the key clauses to consider when preparing a compliant UK employment contract. It is especially useful when using an AI Generated British Contract of Employment to ensure essential terms are not overlooked.

Employment Contract Clauses Decision Tool

What is the person\'s employment status?

Employee

Worker

Self-employed contractor

Start by deciding whether the worker is an employee, worker, or self-employed contractor. In the UK, employees and workers have statutory rights, but the written statement requirements under section 1 of the Employment Rights Act 1996 mainly apply to employees and workers. The contract should reflect the true working relationship, not just the label used.

Further Reading: Employment Rights Act 1996, section 1, GOV.UK: Employment contracts

Disclaimer:

I understand and accept that the flowchart, questionnaire, decision tree, and any results, guidance, classifications, or recommendations provided by Docaro are generated automatically for general informational purposes only and do not constitute legal advice, legal representation, or any other professional advice. No solicitor-client, attorney-client, or other professional advisory relationship is created through use of this service. I acknowledge that the tool operates using simplified rules and assumptions and may not take into account all facts, circumstances, exceptions, legal requirements, or jurisdiction-specific considerations relevant to my situation. The results may be incomplete, inaccurate, outdated, or unsuitable for my particular circumstances. I agree that any outcome or recommendation provided by the tool is indicative only and should not be relied upon as a substitute for independent legal advice. I am solely responsible for verifying the accuracy and suitability of any information provided and for obtaining advice from a qualified legal professional where appropriate. To the fullest extent permitted by applicable law, Docaro disclaims all warranties and liability arising from the use of, or reliance upon, any information, outcome, recommendation, or guidance provided by this service.

Why Is It Important To Include The Right Employment Contract Clauses In The UK?

A well drafted UK employment contract sets clear expectations from day one and helps employers comply with the written statement requirements under the Employment Rights Act 1996. It also helps employees understand their pay, hours, holiday, workplace, notice, and key rights.

What Happens If An Employment Contract Is Incomplete?

If important clauses are missing or unclear, disputes can arise about wages, duties, working hours, bonuses, confidentiality, notice, and termination. In some cases, an employment tribunal may consider whether the employer failed to provide required written particulars.

Which Clauses Protect Employers And Employees?

Core particulars explain the basic terms required for UK employment relationships.
Pay, hours, and holiday clauses help support compliance with wage and working time rules.
Confidentiality, data protection, and IP clauses protect business information and personal data.
Notice and termination clauses reduce uncertainty when employment ends.
Policy and grievance references help align the contract with ACAS expectations.

When Should A UK Employment Contract Be Tailored?

A template may be suitable for simple roles, but contracts should be tailored for fixed-term employees, remote workers, senior staff, regulated roles, commission schemes, intellectual property work, and roles involving client relationships or confidential information.

For further guidance, see GOV.UK guidance on employment contracts and ACAS guidance on employment contracts.

What Clauses Should Be Included in an Employment Contract in the United Kingdom

This flowchart provides a simplified overview of legal concepts and should not be relied upon as legal advice. Always consider the specific facts of your situation and seek professional advice where appropriate.

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FAQs

What clauses should be included in an employment contract in the UK?

An employment contract in the United Kingdom should normally include the parties, job title, start date, pay, working hours, holiday entitlement, place of work, notice periods, probation, sick pay, benefits, confidentiality, data protection, intellectual property, restrictive covenants where appropriate, disciplinary and grievance procedures, and termination terms.

Is a written employment contract required in the United Kingdom?

What is the difference between an employment contract and a written statement of particulars?

What basic information should an employment contract include?

What should the pay and benefits clause cover?

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