Section 1 Employment Rights Act Statement
Written statement of employment particulars · Employment Rights Act 1996, sections 1–3 · Free to build and print
A section 1 statement is the written record of the main terms of someone's employment. It has to be given no later than the day their employment starts. Fill in the fields below and the statement builds itself on the right — print it or save it as a PDF when it's ready.
Landlord details
Required: your name and an address in England or Wales where the tenant can send legal notices. This does not need to be your home address.
Statement Preview
Updates as you fill inSummary
A section 1 statement (also called a written statement of employment particulars, or sometimes a "principal statement") is a legal requirement under the Employment Rights Act 1996. Every employer must give it to every employee and worker no later than their first day of work. It sets out core terms: pay, hours, holiday, job title, place of work, notice periods, and a handful of other particulars listed in the Act. It is not optional, and it does not depend on length of service — the right applies from day one.
Key takeaways
- ✓ The statement must be given on or before day one of employment, for anyone who started on or after 6 April 2020.
- ✓ It applies to employees and, for most of the required particulars, to workers as well — not only staff on permanent contracts.
- ✓ The Act lists specific particulars that must be included; some can be given in instalments within two months, but core terms must be in the day-one document.
- ✓ There is no standalone tribunal claim for a missing statement. The consequence attaches to other claims: if an employee wins a separate tribunal claim and never received a statement, the tribunal must add compensation of 2 to 4 weeks' pay.
- ✓ A section 1 statement is a record of terms, not automatically the whole contract — but courts treat it as strong evidence of what was agreed.
On this page
What a section 1 statement is
Section 1 of the Employment Rights Act 1996 requires employers to give employees a written statement of the main terms of their employment. It is a statutory document, not a contract template — the Act sets out exactly what has to be in it. People search for it under several names: section 1 statement, written statement of employment particulars, principal statement, or day one rights statement. They all refer to the same document.
The requirement was expanded by the Good Work Plan reforms that took effect on 6 April 2020, which extended the right to workers as well as employees, and moved the deadline forward so the statement has to be given on or before the first day of employment rather than within two months of starting, as the older rule allowed.
Who is entitled to one
Every employee is entitled to a section 1 statement, regardless of how many hours they work or how long the job is expected to last. Workers — people who don't have full employee status but work under a contract to perform work personally — are also entitled to the core written particulars, since the 2020 reforms.
The right applies from the first day of employment. Length of service does not matter, and there is no qualifying period, unlike some other employment rights such as unfair dismissal protection.
When it must be given
For anyone starting work on or after 6 April 2020, the statement must be given no later than the day employment begins. A small number of particulars — for example, details of pension schemes not covered by other legislation, or full disciplinary and grievance procedures where these are set out elsewhere — can be provided in a supplementary statement within two months of the start date, but the core terms cannot wait.
If any of the particulars change during employment, the employer must give written notice of the change at the earliest opportunity, and no later than one month after the change takes effect.
What the statement must include
Sections 1 to 3 of the Act list the particulars that must appear in a section 1 statement. The list below follows the Act's own structure.
Names of the parties
The employer's name and the employee's or worker's name.
Date employment began
The date the current job started.
Continuous employment date
If earlier employment counts towards continuous service, that start date.
Pay
The rate or method of calculating pay, and the interval at which it is paid.
Hours of work
Normal working hours and the days or pattern of work, including whether hours or days may vary.
Holiday entitlement
Paid holiday entitlement, including public holidays, in enough detail to calculate it precisely, and holiday pay on termination.
Job title or description
The job title, or a brief description of the work.
Place of work
Where the person works, or the employer's address if there is no fixed place, and whether relocation may be required.
Length of the contract
If it's not permanent, how long it's expected to last, or the end date of a fixed term.
Probationary period
Length and conditions of any probationary period.
Other benefits
Any benefits not covered elsewhere, such as non-contractual bonus schemes.
Notice periods
Notice the employee must give and is entitled to receive.
Training
Any training entitlement provided by the employer, including whether it is mandatory, and who bears the cost of mandatory training.
Collective agreements
Any collective agreements that directly affect the terms of employment.
Pension
Whether a pension scheme applies, and if so, its details or where to find them.
Disciplinary and grievance
Where to find the employer's disciplinary rules and grievance procedure, if not included in the statement itself.
Section 1 statement vs. employment contract vs. offer letter
| Document | Legally required? | When issued | Purpose |
|---|---|---|---|
| Section 1 statement | Yes — Employment Rights Act 1996 | On or before day one | Statutory record of core terms |
| Offer letter | No | Before start date, on acceptance | Confirms the job offer and headline terms |
| Full employment contract | No, but common practice | Any time, often alongside the section 1 statement | Sets out the complete contractual relationship, including clauses beyond the statutory list |
Many employers combine the section 1 statement with a fuller employment contract in a single document, which is allowed as long as every required particular is present and given on time.
Compliance checklist
- Statement is dated and given on or before the employee's first day
- Employer and employee names are both stated correctly
- Job title or duties are described
- Place of work is stated, with any mobility clause included
- Pay amount, method and frequency are stated
- Normal hours of work and pattern are stated
- Holiday entitlement is stated precisely enough to calculate
- Notice periods for both parties are stated
- Pension position is stated or referenced
- Sick pay position is stated or referenced
- Location of disciplinary and grievance procedures is stated
- A copy is kept on file and any later changes are notified in writing within one month
Common employer mistakes
Waiting until after the start date. The two-month grace period was removed for anyone starting from 6 April 2020. Waiting even a few days breaches the Act.
Leaving out workers, not just employees. Casual staff, zero-hours workers, and others without full employee status still qualify for the core particulars.
Vague holiday entitlement. "Statutory holiday" without a number of days or a calculation method does not meet the requirement to state entitlement precisely enough to calculate.
No process for updating the statement. A pay rise, a change of location, or a change of hours all require written notice of the change within one month — many employers update the payroll system but never issue the written notice.
Assuming a contract covers it. A contract that omits one of the section 1 particulars, or refers to a document that doesn't exist, does not satisfy the Act even if it's called a contract.
Employee rights summary
An employee or worker who has not received a compliant statement can ask their employer for one in writing. If the employer still doesn't provide it, the employee cannot bring a standalone tribunal claim just for the missing statement. Instead, the right becomes relevant if the employee brings another tribunal claim listed in Schedule 5 of the Employment Act 2002 — such as unfair dismissal or a discrimination claim — and wins it. In that case, the tribunal must award an additional 2 weeks' pay, and may increase this to 4 weeks' pay, for the failure to provide the statement.
ACAS recommends employees first raise the issue directly with their employer or through a workplace grievance procedure before considering a tribunal claim.
Related tools and guides
Written Statement of Terms Generator
For landlords issuing tenancy terms under the Renters' Rights Act — a different statutory statement, same "written statement" naming.
UK Payslip Generator
Generate payslips that match the pay figures stated in the section 1 statement.
Employment Contract Generator
[INTERNAL LINK: page-not-yet-built — link once this tool exists]
Offer Letter Template
[INTERNAL LINK: page-not-yet-built — link once this tool exists]
Employee Handbook
[INTERNAL LINK: page-not-yet-built — link once this tool exists]
Probation Letter
[INTERNAL LINK: page-not-yet-built — link once this tool exists]
Frequently asked questions
Is a section 1 statement the same as an employment contract?
No. A section 1 statement is a statutory list of particulars. An employment contract can be wider and include terms the Act doesn't require, such as restrictive covenants or confidentiality clauses. Many employers combine both in one document.
Do zero-hours workers get a section 1 statement?
Yes. Workers, including those on zero-hours arrangements, are entitled to the core written particulars since the reforms that took effect on 6 April 2020.
What happens if my employer never gives me one?
Ask for it in writing first. There is no standalone tribunal claim for the missing statement alone, but if you bring another qualifying tribunal claim and win it, the tribunal must add 2 to 4 weeks' pay for the missing statement.
Can the statement be provided electronically?
Yes, provided the employee can access and store or print it, and it is reasonably accessible in a way the employee can use.
Does a section 1 statement need to be signed?
The Act does not require a signature. A signature can be useful evidence that the document was received, but it is not a legal requirement of section 1 itself.
What if my hours or pay change after I start?
The employer must give written notice of the change at the earliest opportunity and no later than one month after it takes effect.
Do casual or short-term staff need one?
Yes, if they meet the definition of employee or worker. There is no minimum length of engagement or number of hours below which the right disappears.
Is this the same as the "written statement" required for tenancies?
No. The Renters' Rights Act 2025 requires landlords to give tenants a separate written statement of terms for new tenancies. It shares the name but comes from different legislation and covers a different relationship.
Can one document cover several employees?
No. The statement must be specific to the individual employee or worker and reflect their own particulars.
Sources
Last updated: 17 July 2026
Reviewed by: OfficeDraft UK Employment Documents Team
Author: OfficeDraft Editorial — UK employment and HR document guides
Legal disclaimer: This page is general guidance and not legal advice. Employment law changes, and individual circumstances vary. For advice on a specific situation, contact ACAS or a qualified employment solicitor.