Written particulars as from April 6th 2020.

March 6, 2020

The full list of the particulars that must be provided to workers who start employment on or after 6th April.  The additional particulars required by Reg 3 of the 2018 Amendment Regulations are listed below.

 

Principal statement.

 

The following particulars must be set out in one document and provided on or before the first day of employment:

  • The names of the employer and worker;

  • The date when the employment began;

  • In the case of employees only the date when the period of continuous employment began;

  • The scale, rate or method of calculating enumerations;

  • The intervals at which renumeration is paid;

  • Normal working hours;

The days of the week the worker is required to work:

 

Whether or not working hours/days may be variable and if so, how they vary or how that variation is to be determined;

 

Holiday entitlement and holiday pay;

 

Any other benefits provided by the employer that do not fall within another paragraph of S1(4) – S 1 (4)(da):

  • The job title or a brief job description;

  • Where employment is not intended to be permanent, the period for which it is expected to continue or, if it is for a fixed term, the date on which it is to end;

Any probationary period, including any conditions and its duration:

  • Either the place of work or, where the worker is to work at various places, an indication of that and the address of the employee;

  • Where the worker is required to work outside the UK for more than a month, the period of work abr

     

    oad, the currency in which renumeration is to be paid, details of any additional renumeration or any extra benefits, and any terms and conditions relating to the worker’s return to the UK;

Any mandatory training entitlement which the employer requires the worker to complete:

 

Any other mandatory training, which the employer will not bear the cost of:

  • A note specifying (by description or otherwise) a person to whom the worker can apply if dissatisfied with any disciplinary decision relating to him or her or any decision to dismiss him or her, a person to whom the worker can apply for redress of a grievance and the manner in which such an application should be made;

Particulars that may be given in “reasonable accessibility” document:

  • Sections 2(2) and 3(1) ERA provide that the principal statement may refer the worker to a “reasonably accessible” document for details of the following particulars;

  • Terms relating to incapacity through sickness or injury, including sick pay;

Terms relating to any paid leave (other than sick leave or holiday entitlement):

Terms relating to pensions and pension schemes:

 

Any non-mandatory training entitlement provided by the employer:

 

Details about disciplinary and grievance procedures (although certain information must be provided in the principal statement – see above)

 

Section 2(3) ERA provides that the statement may refer the worker “to the law” or to a “reasonably accessible” collective agreement that directly affects the terms of employment for:

  • The notice that either side is required to give in order to terminate the contract;

  • Particulars that may be provided later;

Section 2(4) ERA provides that the following particulars may be given in instalments up to two months after the beginning of employment;

  • Terms relating to pensions and pension schemes;

  • Details of any collective agreements directly affecting the terms and conditions of employment;

Details of any non-mandatory training entitlement provided by the employe – S1 (4)(I):

 

Details about disciplinary and grievance procedures – S3 (1).

 

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