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Taking action in higher education

Written statement of terms and conditions

Information on what you should expect in writing from your employer relating to your employment contract.

All employees who are employed for one month are entitled to receive a written statement of their main terms and conditions not later than two months after the start of employment^.

Statement of terms and conditions

  1. The names of the employer and the employee*
  2. The date the employee's employment began*
  3. The date the employee's period of continuous employment began*
  4. If employment is not intended to be permanent, the period for which the employment is expected to continue or, the date when it is to end
  5. The scale or rate of remuneration or the method of calculating it*
  6. The intervals at which remuneration is paid*
  7. Any terms and conditions relating to hours of work (including normal hours)*
  8. Any terms and conditions relating to holidays, including public holidays, and holiday pay (sufficient to enable the employee's entitlement, including entitlement to accrued holiday pay on termination of employment to be precisely calculated)*
  9. The employee's job title or a brief description of his or her work*
  10. The employee's place of work or where the employee is required or permitted to work at various places, an indication of that and of the address of the employer*
  11. If an employee is required to work outside the UK for a period of more than a month, the period for which the employee is to work, the currency in which remuneration is to be paid, any additional remuneration and benefits and any terms and conditions relating to the employee's return to the UK.

Statement of terms and conditions: particulars for which the employee can be referred to other sources

Reference can be made to an 'accessible document' for:

  • any terms and conditions relating to incapacity for work due to sickness or injury, including any provision for sick pay
  • any terms and conditions relating to pensions and pension schemes
  • any disciplinary rules applicable to the employee
  • any 'further steps' consequent on an application expressing dissatisfaction over a disciplinary decision (ie any disciplinary appeals procedure).

Reference can be made to the law or an 'accessible' collective agreement for:

  • the length of notice the employee is obliged to give and entitled to receive to terminate his or her contract.

^ Employment Rights Act 1996 (ERA), Sections 1-7

* All particulars marked with an asterisk must be contained within a single document. Particulars, which are not asterisked, can be given to the employee in instalments. It must be noted that all particulars whether contained within a single document or in instalments must still be given to the employee within two months after the beginning of the employment.

Last updated: 23 July 2015