Employment Contracts & Policies

Under sections 1 to 3 of the Employment Rights Act 1996, most of it must be given on or before the first day: the parties, start date, pay, hours, holiday, sick pay, notice, job title, place of work, probation and training entitlement, among other things. A few items — pensions, collective agreements, some training details and the note on disciplinary and grievance procedures — can follow within two months. Most of it belongs in the contract itself.

Only if they go no further than reasonably necessary to protect a legitimate business interest — customer connections, confidential information, workforce stability — in duration, geography and scope. Twelve months is at the outer edge for most roles; three to six is more typical. The government consulted until February 2026 on reform — options range from a statutory cap on length to a ban below a salary threshold — but the law has not changed yet, so review long restrictions before relying on them.

You're legally required to tell employees about your disciplinary and grievance procedures, and a written health and safety policy is mandatory at five or more employees. Beyond that, a handbook isn't compulsory — but a tribunal will ask what your policy said, and 'we didn't have one' is a poor answer. From 30 October 2026 employers must take all reasonable steps to prevent sexual harassment, and become liable for harassment of staff by third parties such as customers unless they took all reasonable steps to prevent it (Employment Rights Act 2025, ss.20–21) — so a current harassment policy, training and a risk assessment matter more than ever.