A contract of employment can exist regardless of whether anything has been put in writing, as a contract comes into force as soon as there has been an offer of employment and an unconditional acceptance of that offer. Nonetheless, the Employment Rights Act 1996 requires employers to put certain key terms of employment in writing for all employees. This is known as a written statement of particulars of employment.
However, many employers elect to provide full written terms (contract of employment) at the same time as the offer of employment is made. This helps to reduce the likelihood of misunderstandings arising over what has in fact been offered.
The distinction between a contract of employment and a written statement is as follows:
Timetable of changes
New award limits come into force – 1 February 2012
Forthcoming changes include increases to the limits on certain employment tribunal awards and other amounts payable under employment legislation: the maximum unfair dismissal compensatory award rises from