A short-form employment agreement for junior or mid-level staff, drafted in favour of the employer, governed by the law of England & Wales. It is a simpler alternative to a full contract, but is a starting point only and may need additional terms or accompanying documents to satisfy all mandatory particulars required by the Employment Rights Act 1996.
How to use this template - Replace every
[SQUARE-BRACKET]field before use, and provide it on or before the first day (Employment Rights Act 1996, s 1). - Pay must be at least the National Minimum/Living Wage; comply with pension auto-enrolment (Pensions Act 2008). - For senior roles or where you need strong post-termination protection, use a fuller contract. - Have a solicitor or HR adviser review before use.
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EMPLOYMENT AGREEMENT
Employer: [COMPANY NAME] (no. [NUMBER]), [ADDRESS] Employee: [EMPLOYEE NAME], [ADDRESS] Date: [DATE]
1. Job and start date. The Employee is employed as [JOB TITLE] from [START DATE]. Probationary period: [NUMBER] months (notice during probation: [NUMBER] week(s)).
2. Duties. The Employee will perform the duties of the role and other reasonable duties, and follow the Employer's policies.
3. Hours and place. [HOURS] per week at [LOCATION] (with any agreed flexibility).
4. Pay. £[AMOUNT] per [year/hour], paid [monthly], at least the National Minimum/Living Wage.
5. Holiday. [NUMBER] days per year [inclusive of / plus] bank holidays. Holiday must be no less than the statutory minimum paid annual leave (currently 5.6 weeks per leave year for a full-time worker, pro-rated for part-time workers).
6. Pension. The Employee will be auto-enrolled in the workplace pension as required by law.
7. Sickness. Notify absence to [CONTACT] by [TIME]; Statutory Sick Pay applies where the Employee meets the statutory qualifying conditions. [Set out or cross-refer to any company sick pay arrangements.]
8. Confidentiality and IP. The Employee will keep the Employer's and clients' information confidential. Copyright in works made by the Employee in the course of employment generally belongs to the Employer; other intellectual property rights should be addressed in a full employment contract or separate assignment clause.
9. Notice. After probation, [NUMBER] week(s)' notice on either side (or the statutory minimum if greater). The Employer may dismiss without notice for gross misconduct.
10. Policies and procedures. The Employer's disciplinary and grievance procedures (consistent with the ACAS Code) apply.
11. Governing law. This Agreement is governed by the law of England and Wales.
Signatures
Employer: __________________ Date: [DATE] Employee: __________________ Date: [DATE]
--- This template is a starting point and not legal advice. Have a qualified solicitor or HR adviser review and adapt it before use. Governing law: England & Wales.