This booklet is for general guidance only. It is not intended to give guidance on all of the requirements of the Law, nor is it intended in any way as representing a statement of law. Copies of the Law are available from the Greffe.

The written statement must specify the names of the employer and employee and the date when the employment commenced.

The statement must also provide details on the following terms and conditions of employment:

(a) the scale or rate of remuneration, or the method of calculating remuneration (including overtime rates, shift pay and other pecuniary benefits);

(b) the intervals at which remuneration is paid (that is, whether weekly, monthly or by some other period);

(c) any terms and conditions relating to hours of work (including any terms and conditions relating to normal working hours);

(d) any terms and conditions relating to:

(i) entitlement to holidays, including public holidays, and holiday pay (the particulars given being sufficient to enable the employee's entitlement, including any entitlement to accrued holiday pay on the termination of employment, to be precisely calculated);

(ii) incapacity for work due to sickness or injury, including any provision for sick pay;

(iii) pensions and pension schemes;

(e) the length of notice which the employee is obliged to give and entitled to receive to terminate his contract of employment or (if the contract is for a fixed term) the date of expiry; and

(f) the title of the job which the employee is employed to do.

Under forthcoming Sex Discrimination legislation, it will also be a legal requirement to any include, in the written terms and conditions, a section covering maternity provisions.

Contracts of Employment - page 1, 2, 3, 4, 5, 6, 7