Written Statement of Employment Particulars: Free UK Template & Generator
Every employer in England, Scotland and Wales must give new starters a written statement of employment particulars — the "Section 1 statement" required by the Employment Rights Act 1996 — on or before their first day of work. This guide explains exactly what the law requires, who is covered, what happens if you get it wrong, and lets you generate a compliant statement in minutes using the tool below.
Quick summary
- What: A written statement of employment particulars records the core terms of employment, as required by Section 1 of the Employment Rights Act 1996 (ERA 1996).
- Who: Every employee and worker, from their first day, regardless of hours or length of service — this has applied since 6 April 2020.
- When: The principal statement must be given on or before the first day of employment. A small number of additional particulars can follow within two months.
- Risk: No standalone claim exists for failure to provide one, but it can add two to four weeks pay to compensation in a related tribunal claim.
- This tool: Generates a Section 1-compliant statement covering every mandatory particular, ready to print or download.
What is a written statement of employment particulars?
A written statement of employment particulars — often called the Section 1 statement or principal statement — is the document an employer is legally required to give a new starter setting out the main terms of their employment. It is not a discretionary piece of HR paperwork: it is a statutory entitlement created by Part I of the Employment Rights Act 1996, and every employer, regardless of size, has to comply.
The statement typically records who the employer and employee are, when employment started, what the job involves, how much the person is paid and how often, how many hours they work and where, and what their holiday entitlement is. A wider set of particulars — covering things like sick pay, pensions and notice periods — must also be provided, either in the same document or within two months of the start date.
The legal requirement: Section 1, Employment Rights Act 1996
Section 1(1) of the Employment Rights Act 1996 states that where a worker begins employment, the employer must give that worker a written statement of particulars of employment. The particulars required are set out across Sections 1 to 3 of the Act, and are commonly split into two categories:
Principal statement (Section 1(3)–1(4))
Must be contained in a single document and given on or before the first day of employment. Covers names of the parties, start date, continuity date, pay, pay interval, hours, place of work, job title/description, and holiday entitlement.
Wider statement (remaining Section 1(4) items)
May be given within two months of the start date, and can refer to a reasonably accessible document for some items. Covers sick pay, pensions, notice periods, collective agreements, training entitlement, disciplinary and grievance procedures.
The Employment Rights Act 1996 is a consolidating statute that brought together earlier employment protection legislation, and it remains the principal source of individual UK employment rights, covering unfair dismissal, redundancy, unlawful deductions from wages, and statutory notice as well as written particulars.
Who must receive a written statement?
Since 6 April 2020, the right to a written statement is a day-one right that applies to both employees and workers, with no minimum length of service required. This was one of the key changes introduced by the Good Work Plan reforms and it is easy for employers relying on older template packs to miss.
| Working arrangement | Entitled to a Section 1 statement? |
|---|---|
| Full-time permanent employee | Yes, from day one |
| Part-time employee | Yes, from day one |
| Fixed-term employee | Yes, from day one |
| Zero-hours worker | Yes, from day one |
| Casual worker | Yes, from day one |
| Agency worker (via the agency) | Usually yes, from the agency as employer |
| Genuinely self-employed contractor | No — not a worker or employee |
What must be included in a written statement of employment particulars?
Section 1(3) and 1(4) ERA 1996 list the mandatory particulars. The table below separates what must appear in the single principal document from what can follow within two months or be covered by referring to another accessible document.
| Particular | Timing | Can refer to another document? |
|---|---|---|
| Names of employer and employee | Day one | No |
| Start date & continuous employment date | Day one | No |
| Job title or brief job description | Day one | No |
| Pay, pay interval & payment method | Day one | No |
| Hours of work | Day one | No |
| Place of work / mobility | Day one | No |
| Holiday entitlement & holiday pay | Day one | No |
| Fixed-term end date (if applicable) | Day one | No |
| Sickness absence & sick pay | Within 2 months | Yes |
| Pensions & pension schemes | Within 2 months | Yes |
| Other paid leave | Within 2 months | Yes |
| Notice periods | Within 2 months | No |
| Collective agreements | Within 2 months | No |
| Training entitlement | Within 2 months | No |
| Disciplinary & grievance procedures | Within 2 months | Yes |
Source: Section 1, Employment Rights Act 1996, as amended. Reasonably accessible documents (e.g. a staff handbook) can only be used for the items marked "Yes" — the rest must be stated in the statement itself.
Written statement vs contract of employment vs offer letter
These three documents are often confused. Here is how they differ in practice:
| Document | Legal status | Required by law? |
|---|---|---|
| Offer letter | Can form part of the contract once accepted, but is usually a short summary, not a full statement of particulars. | No |
| Written statement of particulars | A statutory record of specified terms under Section 1 ERA 1996. Does not need to contain every contractual term, only the listed particulars. | Yes — mandatory |
| Contract of employment | Exists from the moment of acceptance, whether written or verbal, and can include implied terms, custom and practice, and terms beyond Section 1. | Exists automatically; writing it down is not itself mandatory |
In practice, most employers avoid issuing two separate documents. If a written contract of employment contains every mandatory Section 1 particular and is provided on or before the first day, it satisfies the statutory requirement on its own — there is no need for a second document. Where both exist and conflict, the more detailed contractual document usually governs the relationship, subject to ordinary principles of contract interpretation.
Deadlines and penalties for non-compliance
Deadlines
- Principal statement: on or before the first day of employment
- Remaining Section 1(4) particulars: within two months of the start date
- Any change to particulars: a written update within a reasonable time, and in any event within one month of the change
Penalties
- No standalone tribunal claim exists purely for a missing or defective statement
- If the worker brings another successful tribunal claim, the tribunal can add 2–4 weeks pay under Section 38, Employment Act 2002
- A tribunal can also be asked to determine what the particulars should have been, creating a binding record
- Repeated non-compliance across a workforce increases overall exposure and reputational risk
Generate your written statement of employment particulars
Fill in the details below and OfficeDraft builds a Section 1-compliant statement, covering every mandatory particular, ready to print, save as PDF, or download as a Word document. It's free — no account or payment required.
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 inEmployer checklist
- ☐Statement is ready to hand over on or before the first day of employment
- ☐Employer and employee names are correct and match other HR records
- ☐Start date and continuous employment date are both stated, and differ only if service transfers in
- ☐Job title or brief description is included
- ☐Pay amount, pay interval and payment method are stated in full
- ☐Hours of work and normal place of work are stated — zero-hours arrangements described honestly
- ☐Holiday entitlement and how holiday pay is calculated are included
- ☐Fixed-term end date included, if applicable
- ☐Sick pay, pension, notice periods, collective agreements and training entitlement are covered — directly or by reference to an accessible document
- ☐Disciplinary and grievance procedure references point to a document the employee can actually access
- ☐A copy is signed, dated and kept on file, with a copy given to the employee
- ☐Any later change to a particular is confirmed in writing promptly
Written statement of employment particulars: example
Below is a short illustrative extract showing how the mandatory particulars come together. Use the generator above to produce your own complete, ready-to-issue version.
Frequently asked questions
What is a written statement of employment particulars?+
It is a document an employer must give a worker or employee setting out the main terms of their employment, as required by Section 1 of the Employment Rights Act 1996. It records details such as pay, hours, holiday entitlement, place of work and notice periods. It is a statutory record of terms, not a contract in itself, although in practice most employers combine the two into a single document.
Is a written statement of employment particulars the same as a contract of employment?+
No. A contract of employment is formed the moment someone accepts a job offer, whether or not it is written down, and can include terms beyond the statutory minimum. The written statement is a narrower, statutory requirement to set out specified particulars in writing within a defined timeframe. Most employers satisfy both requirements in a single written contract, provided it contains all the mandatory Section 1 particulars.
When must an employer provide a written statement of employment particulars?+
Since 6 April 2020, the principal statement — covering the core particulars listed in Section 1(3) and most of Section 1(4) — must be given on or before the first day of employment. A small number of particulars, such as pension details, collective agreements and training entitlements, may be given within two months of the start date, either in the same document or a supplementary one.
Who is entitled to a written statement — employees only, or workers too?+
Since 6 April 2020, the right extends to both employees and workers, not just employees, and it applies from day one with no minimum length of service required. Employers sometimes overlook this because older guidance only referred to employees.
What happens if an employer does not provide a written statement?+
A missing or non-compliant statement cannot usually be the basis of a standalone tribunal claim. However, if a worker brings a separate successful claim (for example, unfair dismissal or unlawful deduction from wages) and the tribunal finds the employer failed to provide a compliant Section 1 statement, it can award an additional two to four weeks pay under Section 38 of the Employment Act 2002, on top of any other compensation.
What must be included in a written statement of employment particulars?+
The principal statement must cover: employer and employee names; start date and continuous employment date; job title or brief description; pay and pay interval; hours of work; place of work; holiday entitlement and holiday pay; and, if applicable, the end date for fixed-term contracts. A wider statement (which may be given within two months) covers sick pay, pensions, notice periods, collective agreements, training entitlements, and other benefits, along with references to where disciplinary and grievance procedures can be found.
Can some particulars be given in a separate document, like a staff handbook?+
Yes, for certain items only. Sickness/sick pay terms, pension details, and disciplinary and grievance procedures can be covered by referring the employee to a "reasonably accessible document" — for example, a staff handbook available on the intranet. The core particulars in Section 1(3) and most of Section 1(4), including pay, hours and place of work, must be in the single principal document itself and cannot be delegated elsewhere.
Does a zero-hours or casual worker need a written statement?+
Yes. Since the 2020 reforms, the day-one right to a written statement applies to workers as well as employees, which includes most zero-hours and casual staff. The statement should describe the variable nature of the hours honestly, rather than stating a fixed weekly figure that does not reflect reality.
Is the written statement required for freelancers and self-employed contractors?+
No. Genuinely self-employed contractors operating a business on their own account are not "workers" for these purposes and are not entitled to a Section 1 statement. Employment status depends on the reality of the working relationship, not the label used in a contract, so mislabelling someone as self-employed does not remove the obligation if they are, in law, a worker or employee.
What changed for written statements under the Employment Rights Act 2025?+
The Employment Rights Act 2025 (formerly the Employment Rights Bill) received Royal Assent on 18 December 2025 and is being brought into force in phases through 2026 and 2027. Among the changes affecting Section 1 statements, employers will be required to include a written notice of the right to join a trade union. Because implementation dates for secondary legislation are still being confirmed, employers should check the current position before finalising a statement rather than relying solely on this guide.
Sources
- Employment Rights Act 1996, Part I (Sections 1–7B) — legislation.gov.uk
- Employment Rights Act 2025 (Royal Assent 18 December 2025) — implementation tracked via Acas
- Employment Act 2002, Section 38 — compensation for failure to provide statement of particulars
- GOV.UK guidance: Contracts of employment and written statements
- Acas guidance: Written statement of employment particulars
Author: OfficeDraft HR & Employment Law Content Team
Reviewed by: UK employment law practitioner, checked against Employment Rights Act 1996 and Acas guidance
Last updated: July 2026 — reflects Employment Rights Act 2025 implementation status as at that date