Annotated Written Statement of Employment Particulars Example
Below is a worked example for a full-time office role in Manchester. Each field is numbered and explained against the requirements of section 1 of the Employment Rights Act 1996. Names, addresses, and figures are fictional.
1Employer— Bright Path Digital Ltd, 14 Oxford Road, Manchester, M1 5QA.
The employer's name and an address — this is the "from" party the employee can identify and correspond with.
2Employee / worker— Meera Chandran.
The individual's name as it should appear on payroll and any future reference letters.
3Job title— Marketing Executive.
The title, or a brief description of the work if there's no fixed title — enough that a third party could understand the role.
4Date employment began— 3 August 2026.
The date this employment starts. If earlier service counts towards continuous employment, that earlier date is recorded separately.
5Pay— £32,500 per year, paid monthly on the last working day of the month.
The rate or method of calculating pay, and how often it's paid — enough detail that the employee can check their payslip against it.
6Hours of work— 37.5 hours per week, Monday to Friday, 9am–5:30pm.
Normal hours, days, and whether they can vary. For flexible or variable-hours roles, the statement should say how any variation is decided.
7Holiday entitlement— 25 days per year plus bank holidays, accruing from the start date.
Needs to be precise enough that entitlement — including on termination — can actually be calculated, not just "statutory holiday."
8Place of work— Bright Path Digital Ltd, 14 Oxford Road, Manchester, M1 5QA. Occasional travel to client sites within Greater Manchester.
Where the person actually works, or the employer's address if there's no fixed base, plus any relocation expectation.
9Probationary period— 3 months from the start date, reviewed at 6 and 10 weeks.
Length and conditions of any probation — since 2020, this is a required particular in its own right, not just a courtesy.
10Notice periods— One week during probation; one month after probation is completed.
What the employee must give, and what they're entitled to receive, to end the employment.
11Pension— Auto-enrolment into the company workplace pension scheme, details in the staff handbook.
Part of the wider written statement — can be given within two months rather than on day one, but still has to arrive eventually.
12Disciplinary and grievance— See the Staff Handbook, section 9, available on the company intranet.
Where to find the procedures, if they're not written out in full in the statement itself.
13Date of statement— 28 July 2026.
The date the statement itself was issued — which needs to be on or before the employment start date for the core particulars above.
Day-One Particulars vs. the Wider Written Statement
Not every field has to land on the employee's first day. GOV.UK splits the requirement into a "principal statement," due day one, and a "wider written statement," which can follow within two months.
Principal statement — required on or before day one
| Clause | Why it's required |
|---|
| Employer and employee names | Identifies both parties to the employment. |
| Job title or description | Required by section 1(4)(f) of the Employment Rights Act 1996. |
| Start date (and continuous employment date) | Fixes when employment — and rights that depend on length of service — began. |
| Pay rate, method and frequency | Lets the employee check payslips against what was agreed. |
| Hours and days of work | Including whether hours or days may vary, and how. |
| Holiday entitlement | Detailed enough to calculate precisely, including on termination. |
| Place of work | Or the employer's address plus a note on relocation, if there's no fixed base. |
| Probationary period | Length and conditions, if one applies. |
| Notice periods | What both sides must give and are entitled to receive. |
Wider written statement — can follow within two months
| Clause | Timing |
|---|
| Pension scheme details | Can be given within two months of the start date rather than on day one. |
| Collective agreements | Any that directly affect the employee's terms. |
| Further non-compulsory training | Any training entitlement beyond what's mandatory for the role. |
| Disciplinary and grievance procedure location | Where to find the full procedures, if not set out in the statement itself. |
Source: Employment Rights Act 1996, section 1 ↗ · GOV.UK guidance ↗
This Template vs. the ACAS Statement of Particulars
ACAS — the Advisory, Conciliation and Arbitration Service — publishes its own guidance on what must be written in an employment contract along with a set of downloadable written statement templates. Both ACAS's templates and the generator on this page are built to satisfy the same legal requirement — section 1 of the Employment Rights Act 1996 — so a statement that's compliant with one is compliant with the other, provided every required particular is present and accurate.
The practical difference is format: ACAS's templates come as downloadable Word documents you fill in offline, while this tool builds the statement interactively in your browser and lets you print or save a PDF as you go. Some employers use ACAS's Word template as a starting point and this generator to double-check nothing statutory has been missed, or vice versa.
Written Statement Examples by Employment Type
The core particulars stay the same across employment types. What changes is how pay, hours, and length of engagement are worded.
Full-time permanent employee
The annotated example above — a standard salaried role with fixed hours, a probation period, and a permanent contract.
Casual or zero-hours worker
Pay and hours are described by reference to how shifts are offered and accepted, rather than a fixed weekly pattern. See our written statement guide for casual workers for the specific wording this needs.
Fixed-term contract
The statement adds an expected end date or the event that ends the contract, alongside the same core particulars as a permanent role.
⚠ Legal disclaimer
OfficeDraft's written statement generator helps employers produce a statement covering the particulars required by section 1 of the Employment Rights Act 1996. This page and the generator provide general legal information and do not constitute independent legal advice. Names, addresses, and figures in the annotated example above are fictional. If you're unsure how a specific term applies to your business, seek advice from ACAS or a qualified employment solicitor. A directory of solicitors is available at solicitors.lawsociety.org.uk.
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