What Should an Employment Contract Include UK 2026?

Every employee in the UK is entitled to a written statement of employment particulars from day one. But what must a UK employment contract actually include by law — and what clauses are optional but strongly recommended? This guide covers everything.

Statutory Requirements — What Must Be in a UK Employment Contract

Under the Employment Rights Act 1996 (amended 2020), employers must provide employees with a written statement of their main employment terms on or before their first day. The following must be included:

• Employer and employee name and address
• Job title and description of work
• Start date and any continuous employment start date
• Pay — rate, method and frequency of payment
• Hours of work and whether they may vary
• Holiday entitlement and pay (at least 28 days including bank holidays for full-time)
• Sick leave and sick pay entitlement
• Notice period — both employer and employee
• Place of work
• Whether the role is permanent, fixed-term or temporary
• Any probationary period and its conditions
• Any collective agreements affecting the role
• Pension provision and auto-enrolment information

Additional Clauses to Include in an Employment Contract

While not always legally required, the following clauses are strongly recommended in any employment contract:

• Confidentiality / NDA clause: Protects sensitive business information
• Intellectual property clause: Confirms work created in employment belongs to the employer
• Restrictive covenants: Non-compete, non-solicitation and non-dealing clauses (must be reasonable to be enforceable)
• Garden leave clause: Allows employer to pay in lieu of notice
• Data protection clause: Confirms compliance with GDPR obligations
• Grievance and disciplinary procedure reference