Please enable JavaScript in your browser to complete this form.General Information – Page 1 of 7 – Step 1 of 7NameFirstLastPhoneIf you have an Email Address please add it belowWho will the employer be?This may be an individual, one or more individuals (i.e. a partnership or group of trustees) or it may be a limited company.Employer's AddressEmpolyee's nameComplete this if the contract is for a particular employee but leave it blank if the contract is to be used as a template.Employee's AddressDate on which employment beginsComplete this if the contract is for a particular employee but leave it blank if the contract is to be used as a template.Type of employmentA permanent employmentA fixed term employmentA zero hours employeeIf employment is for a fixed term on what date will it end?Ignore this field if the employment is permanent or if the contract is to be a template.Will the employee work a probationary period?No probationary period3 month probationary period6 month probationary periodThis is a formal performance and suitability assessment period after which the employee is confirmed as a permanent employee.What will the employee's job title be?If you do not have a job title please provide a brief description of the job. Complete this if the contract is for a particular employee but leave it blank if the contract is to be used as a template.Do you require flexibility regarding the duties to be undertaken?YesNoTick ‘yes’ if you will need to be able to require your employee to undertake alternative duties and responsibilities.What will the normal place of work be?Either give an address, or state ‘as above’ to indicate the Employer’s address.Will the employee be required to travel and work elsewhere?YesNoWill the employee be required to work outside of the UK for more than 1 month?YesNoDo any 'collective agreements' exist between you and existing employees?No, there are no such agreementsYes, one or more collective agreement will be relevant‘Collective agreements’ are those negotiated and agreed between an employer and employee representatives (usually trade unions). They affect all employees equally.NextHow will your employee be paid?Annual salaryBy the hourWhat will the rate of pay be?Enter either an annual salary or an hourly rate. Complete this if the contract is for a particular employee but leave it blank if the contract is to be used as a template.When will your employee be paid?MonthlyWeeklyFortnightlyWill the employee be paid in advance or arrears?Paid in advancePaid in arrearsPaid part in advance and part in arrearsHow will the employee be paid?In cashBy chequeBy bank transferWill overtime be paid?Yes, overtime will be paidNo, reasonable extra hours will be required without additional payIf the employee works more than their normal weekly hours, will they be entitled to additional pay?If overtime will be payable for additional hours, at what rate will it be paid?Normal hourly rateTime and a quarterTime and a halfDouble timeWhat will the employee's entitlement to sick pay be?Statutory sick pay (SSP) onlyEnhanced employer sick payIf enhanced employer sick pay is a benefit, what will the entitlement be?At the employer's discretionUp to a maximum number of days in a rolling difference periodOtherWill commission or a bonus be paid?No bonus or commissionBonus at employer's discretionBonus if certain criteria are metCommission linked to performanceWill the employee be entitled to re-claim expenses?No expenses will be incurredYes, provided they are authorised in advanceand receipts must be provided and an expenses form completedWhat pension arrangements, if any, will be in place?No pensionStakeholder pensionAuto enrolled work place pensionOther pensionNextWill employment be full time or part time?Full timePart timeFull time employment means 5 or more days per week working around 7.5 or more hours per day.What will the employee' start and finish times be?Paragraph TextEmployees who work more than 6 hours must be given at least a 20 minute break. Breaks may be paid or unpaid.What will the employee's normal weekly working hours be?Please enter a value between 1 and 70.Will you require the employee to work reasonable additional hours?No, they will never work more than 48 hours per weekYes, more than 48 hours a week will be requiredWhat arrangements will be in place for breaks?Will the employee be required to record their working time?Yes, time sheets must be completeNo, they will not have to record working timeNextStandard ProvisionsRight to suspendGifts / Bribery expressly prohibitedConsent to personal data being keptRequirement that changes to personal details be notifiedEmployer’s consent to secondary employment requiredStipulation that confidential data must not be retained, used or publishedAgreement that no disparaging comments will be madePlease select the standard provisions required.Will protection from post employment competition be required?No, post termination restrictions are requiredYes, the employee must be restrained from competingWill you need to deduct from pay in any circumstances?Yes, please include a right to deduct for all likely circumstancesNo, please do not include a right to deduct from payIt is unlawful to deduct from pay (even sums owed by the employee) without a written consent.Will you need agreement that intellectual property will be owned by the employer?Yes, please include standard terms for thisNo, intellectual property rights will not be importantThis will be relevant if the employee will create written, artistic, mathematic, scientific, computing code or similar material as part of their employment. Will you need to include a right to change contracted terms as may be reasonably required?Yes, please include a wide discretion to vary termsNo, the basis for the contract will not changeDo you want to include a right to put the employee on 'short time working' or to impose a 'lay off' to avoid the need for redundancy if there is a shortage of work?No, please leave these out of the contractYes, please include both short time working and lay off in the contractNextWhat holiday year will operate?This is the period each year in which the employee must take their yearly entitlement. It is usually 1st January to 31st December.What will the employee's holiday entitlement to holiday be?The statutory minimum of 5.6 weeks including bank holidaysSomething more than 5.6 weeksWhat will happen to accrued holiday that is not taken?A limited number of days may be carried forwardHoliday that is not taken during the holiday year will be lostWill there be a limit to the number of weeks holiday that can be taken in one continuous period?There will be no limitYes, 2 weeks will be the maximumYes, 3 weeks will be the maximumYes, 4 weeks will be the maximumWill the employee be entitled to take Time Off In Lieu (TOIL) of extra hours worked?No, TOIL will not be an entitlementYes, the employee may take TOIL will prior agreementWhen and to whom must the employee report any sickness absence?We recommend at least 1/2 hour before work is due to commence, to a manager and by telephone.NextWhich, if any, of the following policies do you have in place?DisciplinaryEqual OpportunitiesGrievanceWhistleblowingAttendance at workHealth and safetyThe contract will require the employee to confirm they have read and understood these policies.If you have an special rules you would like included please provide details here:NextHow much notice will you give the employee of termination?Please use the statutory minimum noticeSomething different from the statutory minimum notice is requiredThe statutory minimum is 1 week after a month of employment and then an extra week for every year of employment after 2 years (with 12 weeks after 12 years as an absolute maximum).How much notice?If something more than the statutory minimum notice will apply, how much notice will you give to end employment?How much notice will the employee have to give you in order to end their employment?Please use the statutory minimum noticeSomething different from the statutory notice is requiredThe statutory minimum is 1 week after a month of employment, however, you can require a longer notice period if you wish.How much notice?If something more than the statutory minimum notice will apply, how much notice will will your employee have to give to end employment? Do you want to stipulate when notice can be given or take effect?No, notice can be given at any timeYes, I need to include special rules about noticeFor example: you may need employment to only end at the end of the monthly or weekly pay period to simplify final pay calculations.Should the contract allow you to pay in lieu of notice (PILON)?Yes, please include provision for a PILONNo, there will be no need for a PILONThis allows you to bring employment to an early end when notice has been given by either you or the employee, by making a payment equal to the outstanding notice period. What items will the employee need to return at the end of their employment?Company vehicleComputerMonile phoneToolsUniformDocumentsSubmit
