Select Employment Contracts

Please complete below for your customised, editable contract.
An HR professional will draft your contract for your approval.
- Check the box to learn more.
Pay only when you are happy with the final contract, unlimited use is £199 +VAT.
For any queries, contact us.

What you’ll need for the form
- Your organisation's full name
- Duration of employment
- Probationary period (if any)
- Working hours
- Workplace location
- Holiday policy
- Sick leave details
- Any bereavement leave
- Any additional perks
- Notice periods for both sides
- Recover costs for leaving w.o. notice?
- Rules during notice period
- Any post-employment restrictions
- Any professional development
- Any remote work options
- Any union agreements
- Pension plans
Please be aware, some check-boxes respond slowly.
Usual name
The name by which your organisation is usually known.
How to describe your organisation*
Please see dropdown for examples.
If "Other" please specify here*
End user*
If "Other" please specify here*
Top job title*
The job title of the most senior person in your organisation.
If "Other", please specify here*
Immediate manager*
How will you describe the person to whom a worker is responsible? Please see the drop-down for options..
If "Other", please specify here*
To go forward, please only use the "Next" button.

How long would you like the employment to last?
Page 2
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For 'permanent' roles, think of them more as 'indefinite' – there's no set end date.
For fixed term or temporary roles you will need to specify how long they will last.
Though not legally required, probation periods are really handy. They're like a short trial to make sure everything's a good fit. This helps you keep things transparent, fair, and legal.
Length
Please select an option from the drop-down. Hours worked (eg zero hours) are covered later.
If "Other", please specify details here*
Length of employment
Please select an option.
Employment ending on an event.
Please provide details. These may be completion of a project.
A different period
Please specific the period you have in mind.
End date for employment.
Fixed term*
Please enter the end date of the contract or the event that will end the employment
Maternity cover*
Please enter the job position or name of the person being covered by this maternity cover.
Probationary period
Please choose your preferred probationary period.
To go back and forth, please only use the "Previous" or "Next" buttons.

Employees work hours, shift rota, etc.
Page 4
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Employees should know their start and finish times, weekly hours, and pay, upfront – it's the law, and only reasonable. If their hours change, you'll need to give them a heads-up.
Pattern of work*
What are the employee's normal (or minimum) working hours per week?*
Add detail of daily hours
Please detail the employees normal working hours: e.g. Mon-Thu 9 am – 5 pm; Friday 9 am – 3 pm.
Wiil employee(s) work overtime?
- Yes
- No
Overtime*
Please tick as appropriate (avoiding any conflicting responses)
- Overtime is not guaranteed
- Overtime might be required from time to time
- Employee may choose to work in excess of 48 hours per week
- Overtime will be voluntary
- Employees agree to work such hours as may be reasonably required by their responsibilities
- Overtime will attract a premium
- Overtime will be paid at the nomal hourly rate
- Overtime is guaranteed (adopt this option with caution)
- Overtime may be taken as in lieu time
- Overtime subject to other conditions
Other overtime conditions
Please specify any conditions appertaining to overtime.
Overtime trigger - zero hours*
Please specify the number of hours to be worked before an overtime rate is triggered.
Overtime trigger - minimum hours*
Please specify the number of hours to be worked before an overtime rate is triggered.
Shift rota*
Please provide details the shift rota and, if it varies from time to time, indicate by when an employee will know the hours they will be working.
Particular pattern of work*
Please provide details of the employee's particular pattern of work and, if it varies from time to time, indicate by when an employee will know the hours they will be working.
Average hours per week*
Please state the average hours worked per week.
Start and finish times*
Please enter the start and finish times for each day worked (eg 8:30am - 5pm) . Note: a daily break (of at least 20 minutes) is required if a period of working is 6 hours or more.
Break times
A daily break (of at least 20 minutes) is required if a period of working is 6 hours or more. Please enter break times below. For example. 12 pm to 1 pm or a narrative such as between 30 minutes between 12 pm and 2 pm.
Zero or minimum hours start*
Please enter the earliest time for which the employee must be available. (eg 8:30 am).
Mon Tues Weds Thurs Fri Sat Sun
Zero or minimum hours finish*
Please enter the latest time for which the employee needs to be available.
Mon Tues Weds Thurs Fri Sat Sun
Break time
For any shift of over 6 hours at least 20 minutes break must be allowed. In those circumstances, what break will you allow?
If "Other" please specify here
Pay format*
Break*
Is the daily break paid or unpaid?
If "Other" please provide details here*
Pay frequency*
If "Other" please specify here*
Pay way*
If "Other", please specify here
Salary pay date*
If "Other", please specify here*
Wage pay date*
If "Other", please specify here*
Overtime rates*
Please indicate the overtime premiums paid in decimal format (eg 1.33) for the days below. If you have more specific requirements please see below.
Weekday Sat Sun Bank Hol Xmas day Box day
Other overtime pay details*
Do you have other details relating to overtime pay?
Other overtime details*
Please detail your specific overtime rates or other conditions.

Details about holidays.
Page 5
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Ensuring holiday entitlement is properly expressed is crucial to meeting regulations. Appropriate approval processes aid planning so you can be sure there are sufficient staff to keep everything running. The clear customised terms we provide help to avoid disputes.
Holiday entitlement*
Please tick as applicable
- Legal minimum 5.6 weeks including Bank Holidays
- Legal minimum pro rata to weeks worked
- Service related enhancements
- Paid as an addition to the hourly rate (Usually +12.07%)
- Banked as hours (Usually +12.07%), paid when holiday taken
- Other basis
Please provide further details of the entitlement provided*
Holiday year*
The date in the year when holiday entitlement starts.
Minimum at any one time
Maximum at any one time
If "Other" please provide details
Holiday timing or other details
Please provide detail of any other conditions relating to holiday; for example you may want employees to reserve 3 days for Christmas or you may want to have seasonal requirements.

Sick leave and pay
Page 6
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Plan how to manage sick leave. Remember to provide statutory sick pay as a minimum. Maybe consider providing company sick pay if you can afford to.
Reporting sick
Whom should employees inform if they cannot attend work?
If "Other" please specify here*
Reporting time
By what time should employees report if they are sick or cannot attend work? Example: 30 minutes before your start time
Report process
How should they inform you? Example: by a personal telephone call
Reporting restrictions
Any restrictions on how they inform you? Example: not by email, messaging or social media
Sick pay entitlement*
What sick pay are your employees entitled to receive? .
Sick pay
If you have entitlement based on, say, service, please provide details. It may be possible to cut and paste from an existing document.

Notice periods
Page 7
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Entitlements to notice, both statutory and contractual can vary. Statutory is nil for the first month of service, then 1 week for the first 2 years, then 1 week for every full year of service. Statutory notice employee to employer is only 1 week. Contractual notice can be more, if you like. Please let us know your choice.
Notice*
What notice do you envisage providing?
Period of contractual notice to employee*
If "Other" please detail here:*
Probationary notice
If you have a probationary period, how much notice will you provide during the period?
Period of notice from employee*
If you will expect shorter notice during the probationary period a separate question will appear.
Probationary notice from employee*
How much notice will you require during the probationary period?
If "Other" please detail here:*
Leaving without notice
In case someone bails out on their contract early and it would cost you - you might want to think about popping in a "liquidated damages" clause. It's a financial 'just in case'. We can add this to the contract. Whether whether it can be enforced in court can be a bit of a gamble. But it is a huge discouragement to anyone who would leave you in the lurch.
Liquidated damages*
The amount you seek to claim must reflect the costs you would genuinely incur by the employee leaving without notice. If challenged they would be judged on the basis of reasonableness. £250 per week is typical for an hourly paid employee. Please indicate the amount you consider appropriate for this position.

Pensions.
Page 8
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Most employees should be auto-enrolled into a pension scheme. You may wish to talk to your payroll provider about this.
Pension details*
Please select your provision from the drop-down below.
Further pension details*
Please provide further details.

Is a Trade Union involved?
Page 9
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Is your employee part of a collective deal, such as with a trade union or other body, that affects their job terms and benefits? The law says you must tell them about it!
Collective agreements*
Are any in place?
Collective agreement*
Please provide details.

Discipline and grievance.
Page 10
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When it comes to discipline, there is a legal requirement that employees know to whom they can appeal if they are unhappy about the decision. Same applies to grievances. If employees are not happy let them ask you to look at it again.
Disciplinary appeals*
Please choose from the drop-down the position to whom they should appeal.
If "Other", please specify here*
Grievances*
Please choose from the drop-down the position to whom they should appeal.

Training.
Page 11
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Employees should know what training you offer, how much of their time is expected, and how costs are handled. Ideally you will commit to their development and ensure they are equipped with the skills needed for success. It's important to be clear the approach you will take if someone decides to leave having taken training at your expense.
Training required*
Will the employee be required to undertake any training?
Training provision*
Will you provide the training?
Training time*
When will the training take place?
Training costs*
Training details
Please provide details of the training required
If the employee leaves*
It is lawful to recover some training costs if the employee leaves shortly after the training (on a sliding scale).

The final stage - about you!
Your name*
Your job title*
The full name of your organisation*
The first line of your address*
Postcode*
Phone number
If you provide a phone number we can contact you with any queries, otherwise we will use email.
Email*
We will use this address for your invoice unless you provide other details below.
Alternative invoice address
Please provide details for the invoice if you prefer the invoice to go other than to your email.
Stay in touch*
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- No thanks. Not for now.
Thank you for completing this form. We will now complete a draft Contract of Employment template for your review. This will normally be provided in the next day or two. Please hit the Submit button.
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What you’ll need for the form

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