Written Statement of Employment Particulars (Section 1): What It Is and What to Include

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Last reviewed: June 2026 · For use in England & Wales · eLitigant is a Community Interest Company (No. 16566612), not a law firm and does not give legal advice.

What a section 1 written statement is

A written statement of employment particulars is the document that records the main terms and conditions of someone’s job. The duty to provide it comes from section 1 of the Employment Rights Act 1996, which is why it is often called a “section 1 statement” or a “statement of particulars”.

It is not the same thing as a full employment contract, although the two overlap and many employers combine them. A contract can be made up of spoken agreements, custom and several documents; the section 1 statement is the single, written record of the legally required core terms. Where a business has no separate contract, the statement often does the job of one.

Since 6 April 2020, the right to a written statement applies to both employees and workers (for example casual and zero-hours staff), not just employees. There is no minimum length of service: it is a “day-one right”.

When and why you need one

The headline rule is timing. The principal statement — the main body of required terms — must be given on or before the employee’s or worker’s first day of work. A smaller group of “wider” particulars may follow later, but no later than two months after employment starts.

Reasons a business issues one:

• It is a legal duty. A worker who is not given a statement (or is given an incomplete one) can ask an employment tribunal to determine the correct particulars, and a tribunal can award compensation where another claim succeeds alongside it.
• It prevents disputes. Clear written terms on pay, hours and holiday reduce arguments later about what was agreed.
• It is expected by lenders, clients and auditors as a sign of a well-run business.

If any of the required terms change, the employer must tell the worker in writing within one month of the change.

What to put in it

The following must appear in the principal statement, given on or before day one (some items may sit in a separate document the worker can reasonably access):

• the employer’s name and the employee’s or worker’s name;
• the job title or a brief description of the work;
• the start date, and where relevant the date continuous employment began;
• pay — the amount, how it is calculated, and how often it is paid;
• working hours and days, including whether they vary (for example night work, Sundays or overtime);
• holiday entitlement and holiday pay, set out so it can be precisely worked out;
• place of work, and whether the worker may be required to work elsewhere;
• sick leave and sick pay terms, and any other paid leave (such as maternity or paternity);
• notice periods on both sides;
• any probationary period and its conditions;
• benefits, including non-pay benefits;
• any compulsory training the employer requires, and whether the employer pays for it;
• how long the job is expected to last if it is temporary, and the end date if fixed-term;
• for work abroad of more than one month: the duration, the currency of pay, any extra pay or benefits, and the terms of return.

The following may go in a wider statement provided within two months of the start date:

• pension and pension scheme arrangements;
• any collective agreements that affect the terms;
• details of non-compulsory training the employer provides;
• disciplinary rules, and the disciplinary and grievance procedures.

Common mistakes and pitfalls

• Treating it as an employees-only document. Since April 2020 workers are entitled to one too. Leaving out casual or zero-hours staff is a frequent error.
• Missing the day-one deadline. The old rules allowed two months for everything; now the principal statement is due on or before the first day.
• Vague holiday or pay wording. The terms must let the reader work the figures out precisely. “Statutory holiday” with no detail is usually not enough.
• Forgetting to update after a change. A pay rise, a new place of work or changed hours all need written notice within one month.
• Confusing the statement with the contract. The statement is a minimum legal record; it does not by itself import every term a business may want, such as confidentiality or intellectual-property clauses.

Frequently asked questions

Is a written statement the same as an employment contract?
No. A contract can exist without anything written down, and may draw on several documents and spoken agreements. The section 1 statement is the written record of the legally required core terms. Many employers combine the two in a single document, which is permitted.

Does the whole statement have to be one document?
The principal terms must be in a single principal statement, but a few items (such as sick pay, paid leave and pension details) can sit in a separate document the worker can reasonably access. The wider particulars may be supplied within two months.

What happens if an employer does not provide one?
A worker can apply to an employment tribunal, which can determine what the particulars should have been. The tribunal cannot usually award money for the failure on its own, but it can add compensation where the worker brings a successful related claim. Always check the current position before relying on a remedy.

This page gives general information about a legal requirement in England and Wales. It is not legal advice. eLitigant is not a law firm. For advice on your own situation, consult a qualified adviser. Source: section 1 Employment Rights Act 1996; GOV.UK and ACAS guidance.

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WRITTEN STATEMENT OF EMPLOYMENT PARTICULARS

Provided under section 1 of the Employment Rights Act 1996

1. Parties
Employer: Brightwell Joinery Ltd, 14 Forge Lane, Coventry, CV1 4PX.
Employee: Ms Amara Okafor, 8 Larch Close, Coventry, CV3 2RT.

2. Job and start date
Job title: Workshop Administrator.
Brief description of duties: scheduling, purchasing and general office administration.
Employment start date: 1 July 2026.
This is the date on which the period of continuous employment began. No previous employment counts towards continuous service.

3. Place of work
Your normal place of work is the employer’s premises at 14 Forge Lane, Coventry, CV1 4PX. You are not required to work outside the United Kingdom.

4. Pay
Your salary is £26,500 per year (£2,208.33 gross per month), paid monthly by bank transfer on the last working day of each month.

5. Hours and days of work
Your normal working hours are 9:00am to 5:00pm, Monday to Friday, with a 30-minute unpaid lunch break (37.5 hours per week). You are not normally required to work nights, Sundays or overtime.

6. Holiday
Your holiday entitlement is 28 days per year (including public holidays), pro-rated for part-years. The holiday year runs from 1 January to 31 December. Holiday pay is at your normal daily rate.

7. Sickness and other paid leave
If you are off sick you must notify your line manager by 9:30am on the first day. You are entitled to Statutory Sick Pay where eligible. Statutory maternity, paternity and other family leave apply in line with the law.

8. Notice
During any notice period, the notice required is one week from either side during the probationary period, rising to one month thereafter, and in any event not less than the statutory minimum.

9. Probationary period
Your employment is subject to a probationary period of three months, during which performance will be reviewed.

10. Benefits and training
You will be enrolled in the workplace pension (see separate statement). The employer requires you to complete fire-safety and manual-handling training, which the employer will pay for.

11. Duration
Your employment is permanent and continues until ended by either party in line with this statement.

Signed for the employer: ____________________ Date: __________
Name: Mr Daniel Reyes, Director, Brightwell Joinery Ltd.

Acknowledged by the employee: ____________________ Date: __________
Name: Ms Amara Okafor.

Fictional example for illustration only. Pension scheme details, collective agreements (if any), non-compulsory training and the disciplinary and grievance procedures are set out in the wider statement provided within two months of your start date.