UK Employment Contracts: Complete Guide for Employers 2026

Last verified: 2026-05-02 Reading time: 19 minutes For: UK employers — start-ups, SMEs, and established businesses making their first hire or formalising their hiring process in 2026.

Hiring your first employee in the United Kingdom is not difficult — but it is layered. There is no single “Employment Code” in UK law. Instead, a stack of statutes (Employment Rights Act 1996, Equality Act 2010, National Minimum Wage Act 1998), regulations (Working Time Regulations 1998, Pensions Act 2008), and codes of practice (the ACAS Code on Disciplinary and Grievance) all apply concurrently to every employer-employee relationship.

Get hiring compliance right at the front, and you save yourself from tribunal claims, HMRC penalties, immigration sanctions, and pension-regulator notices for years to come. Get it wrong — and the costs can be catastrophic. A single right-to-work breach can cost £45,000. A single failure to follow the ACAS Code can add 25% to a tribunal award. A single misclassification of a “self-employed” person who is in fact a worker can mean back-pay for NMW, holiday pay, and pension.

This guide explains, in plain English with all statutory references, exactly how to hire compliantly in the UK in 2026 — the documents you need, the day-one rights you must respect, the April 2026 NMW rates, and the practical steps from offer to first day.

Quick Answer (TL;DR)

• Section 1 statement is a day-one right since 6 April 2020 (Employment Rights Act 1996, s.1) — issue the contract before, or at the latest on, the first day of employment.
• Right-to-work check is mandatory before day one under the Immigration, Asylum and Nationality Act 2006. Failure exposes the employer to a civil penalty up to £45,000 for a first breach, £60,000 for repeat.
• National Minimum Wage / National Living Wage rates from 1 April 2026: NLW (21+) £12.71/hour; 18–20 rate £10.85/hour; 16–17 and apprentice rate £8.00/hour.
• Statutory holiday: 5.6 weeks (28 days for a full-time 5-day worker) under Working Time Regulations 1998, Reg.13 + 13A.
• Pension auto-enrolment is compulsory under the Pensions Act 2008 for eligible jobholders; minimum 8% total contribution (3% employer minimum).
• ACAS Code applies to every disciplinary and grievance situation. Failure to follow can adjust tribunal compensation by up to 25%.

Table of Contents

1. Overview: The Layered UK Employment Framework
2. Legal Foundation: The Statutes You Need to Know
3. Required Documents — The Onboarding Pack
4. Step-by-Step Hiring Process
5. April 2026 NMW Rates and Working Time Rules
6. Common Mistakes (Gyoseishoshi View)
7. After Hire — The First Pay Cycle and Beyond
8. FAQ — 12 Questions Employers Actually Ask
9. Conclusion

1. Overview: The Layered UK Employment Framework

UK employment law is layered. Each of the following layers applies concurrently:

The Three Tiers of Working People

UK law distinguishes three categories. Each has different rights:

Misclassification risk is one of the highest exposure areas in UK employment. Status is determined by reality, not by labels in the contract. The “Pimlico Plumbers” line of cases (Pimlico Plumbers v Smith [2018] UKSC 29) and “Uber” line of cases (Uber BV v Aslam [2021] UKSC 5) confirm that contractual labels do not control. Status is determined by the actual working relationship.

Reference: Employment Rights Act 1996, s.230 (definitions of “employee” and “worker”): https://www.legislation.gov.uk/ukpga/1996/18/section/230.

Day-One Rights — The Backbone of Hiring Compliance

A growing list of employee/worker rights are “day one” — they apply from the very first day of work. Hiring compliance must be in place before that first day, not afterwards.

Geographic Scope

UK-wide statutes apply directly in England, Wales, and Scotland. Northern Ireland has a separate but substantively similar regime under the Employment Rights (Northern Ireland) Order 1996, with NI-specific procedural and statutory provisions and a different tribunal (Industrial Tribunal). See https://www.economy-ni.gov.uk/articles/employment-rights.

This guide focuses on Great Britain. Where Northern Ireland differs, NI-specific provisions are flagged.

2. Legal Foundation: The Statutes You Need to Know

2-1. Employment Rights Act 1996, Section 1 — Written Statement

The cornerstone document. Section 1 of the Employment Rights Act 1996 imposes a statutory duty on the employer to provide a written statement of employment particulars to every employee and worker.

Key statutory facts (post-6 April 2020 reforms):

• Day-one right
• Applies to employees and workers (not just employees)
• Must be provided “no later than the beginning of the employment” (ERA 1996, s.1(2))
• Most particulars must be in a single document (the “principal statement” — s.2(4))
• Some additional particulars may be provided within 2 months (s.2)

A single, well-drafted contract of employment satisfies all the s.1 requirements. The simplest compliance is to issue the contract on or before the first day of work, signed by both parties.

Reference: ERA 1996, s.1: https://www.legislation.gov.uk/ukpga/1996/18/section/1.

2-2. ERA 1996, Section 86 — Minimum Notice

Contractual notice may be longer; statute provides the floor.

2-3. ERA 1996, Section 94 — Right Not to Be Unfairly Dismissed

The right to claim unfair dismissal arises at s.94. The qualifying period is 2 years’ continuous service under s.108. There are five potentially fair reasons under s.98:

1. Capability (skill, qualification, health)
2. Conduct
3. Redundancy
4. Statutory restriction (e.g. loss of right to work)
5. Some other substantial reason (SOSR)

The dismissal must be fair both substantively (one of the above reasons) and procedurally (per the ACAS Code).

Automatically unfair dismissals (no qualifying period required):

• Pregnancy / family leave (s.99)
• Health & safety reasons (s.100)
• Asserting a statutory right (s.104)
• Whistleblowing (s.103A — Public Interest Disclosure Act 1998)
• Trade union membership / activities (TULRCA 1992, s.152)
• Discriminatory dismissals (Equality Act 2010, s.39)

2-4. Equality Act 2010 — Protected Characteristics

Section 4 of the Equality Act 2010 (statute) lists 9 protected characteristics. Discrimination on these grounds is unlawful in employment and elsewhere:

1. Age
2. Disability
3. Gender reassignment
4. Marriage and civil partnership
5. Pregnancy and maternity
6. Race
7. Religion or belief
8. Sex
9. Sexual orientation

Forms of unlawful conduct:

• Direct discrimination (s.13)
• Indirect discrimination (s.19)
• Harassment (s.26 — including sex, racial, etc.)
• Victimisation (s.27)
• Failure to make reasonable adjustments (disability — s.20–21)

Employers are vicariously liable for acts of employees in the course of employment under s.109, unless they took “all reasonable steps” to prevent the act.

2-5. National Minimum Wage Act 1998

The National Minimum Wage Act 1998 (statute) sets statutory floors. Rates are reviewed by the Low Pay Commission and uprated annually by Regulations. See §5 below for the April 2026 rates.

2-6. Working Time Regulations 1998 (SI 1998/1833)

The 5.6 weeks annual leave (28 days for a 5-day-week worker) may include the 8 UK bank holidays, if the contract treats them as part of the entitlement. Be explicit in the contract.

Reference: WTR 1998: https://www.legislation.gov.uk/uksi/1998/1833/contents/made.

2-7. ACAS Code of Practice on Disciplinary and Grievance

The ACAS Code is the procedural standard for handling disciplinary and grievance situations. It is not itself law but tribunals must take it into account; failure to follow it can result in compensation being adjusted by up to 25% in either direction (Trade Union and Labour Relations (Consolidation) Act 1992, s.207A).

Core six steps for disciplinary:

1. Establish the facts of each case
2. Inform the employee of the allegation
3. Hold a meeting with the employee
4. Allow the employee to be accompanied
5. Decide on appropriate action
6. Provide the employee with an opportunity to appeal

Grievance follows a parallel structure: raise concern in writing, hold a meeting, decide, provide right of appeal.

References:

• ACAS Code: https://www.acas.org.uk/acas-code-of-practice-on-disciplinary-and-grievance-procedures
• HTML version: https://www.acas.org.uk/acas-code-of-practice-on-disciplinary-and-grievance-procedures/html

2-8. Pensions Act 2008 — Auto-Enrolment

Under the Pensions Act 2008 (Part 1), every UK employer has duties under workplace pensions. Each “eligible jobholder” (aged 22+ to State Pension age, earning above £10,000/year — verify current trigger) must be auto-enrolled into a qualifying pension scheme.

• Total minimum contribution: 8% of qualifying earnings (employer min 3%, total min 8%)
• Employer must enrol within the auto-enrolment “duties start date” (the date of first pay), with up to 3 months’ postponement permitted
• Re-enrolment of opt-outs every 3 years

Reference: The Pensions Regulator employer hub: https://www.thepensionsregulator.gov.uk/en/employers.

2-9. Right-to-Work Checks — Immigration, Asylum and Nationality Act 2006

Under the Immigration, Asylum and Nationality Act 2006 (statute), an employer faces a civil penalty of up to £45,000 per worker for a first breach (up to £60,000 for repeat) and possible criminal liability for employing a person without right to work. The check must be done before the employment begins.

Two routes:

The 3-step manual check:

1. Obtain the original document (List A — permanent right; or List B — time-limited right)
2. Check the document is genuine and the holder is the rightful holder
3. Copy and retain the document, dated and signed by the checker, kept for the duration of employment plus 2 years

The online check:

1. Worker generates a share code at https://www.gov.uk/prove-right-to-work
2. Employer enters the code at https://www.gov.uk/view-right-to-work
3. Employer obtains the verification page, prints/saves a PDF, dates and signs

For employees with time-limited right to work (List B), a follow-up check is required when the right is due to expire.

3. Required Documents — The Onboarding Pack

What a UK employer should produce on or before day one:

Mandatory Contents of the Section 1 Statement

The principal statement under ERA 1996, s.1(3)–(4) must include:

• Names of employer and employee (s.1(3)(a))
• Date when employment began (s.1(3)(b))
• Date when continuous employment began (s.1(3)(c))
• Scale or rate of remuneration (s.1(4)(a))
• Pay interval — weekly, monthly, etc. (s.1(4)(b))
• Hours of work, including normal working hours and any conditions (s.1(4)(c))
• Holiday entitlement, including public holidays and holiday pay (s.1(4)(d))
• Job title or brief job description (s.1(4)(f))
• Place of work; whether mobile / multi-site (s.1(4)(h))
• Probation period (existence, conditions, duration) — added 6 April 2020 (s.1(4)(b)(ii))
• Paid leave other than holiday and sickness — added 6 April 2020
• Other employment-related benefits — added 6 April 2020
• Required training; whether employer pays — added 6 April 2020
• Whether the employment is for a fixed period; if so, end date (s.1(4)(g))
• Sickness absence and pay terms (s.1(4)(d)(ii))
• Pension scheme particulars (s.1(4)(e))
• Length of notice required to terminate by either party
• Collective agreements directly affecting terms (s.1(4)(j))
• Disciplinary and grievance procedures (or where to find them)

A single, well-drafted contract of employment satisfies all the s.1 requirements. Issue it on or before the first day of work.

Other Mandatory Set-Up Steps

PAYE & HMRC registration — Before the first payday, the employer must register as an employer with HMRC (https://www.gov.uk/register-employer), set up payroll (or appoint a payroll provider), and operate Real-Time Information (RTI) submissions to HMRC on or before each payday. PAYE applies even to a single director-employee paid above the lower earnings limit. See https://www.gov.uk/paye-for-employers/paye-and-payroll.

Employer’s liability insurance — Under the Employers’ Liability (Compulsory Insurance) Act 1969, every employer must hold employer’s liability insurance with a minimum of £5 million cover for bodily injury or disease sustained by employees. The certificate must be displayed (or accessible) where employees can see it. See https://www.gov.uk/employers-liability-insurance.

UK GDPR Article 13 privacy notice — Provide a privacy notice covering: lawful basis, retention period, rights, international transfers if any. ICO employer guidance: https://ico.org.uk/for-organisations/employment-information/.

4. Step-by-Step Hiring Process

Step 1 — Job Offer (Conditional)

A written offer letter making the offer conditional on:

• Satisfactory right-to-work check
• Satisfactory references (if used)
• Any required medical clearance
• Any required DBS check

The offer letter is not the contract; it is a precursor. Care is needed not to create binding terms inadvertently.

Step 2 — Right-to-Work Check (Before Day One)

Conduct the check before employment begins. Record evidence. For online checks, save the verification PDF; for manual checks, scan and date the documents. Never allow an employee to start without the check having been completed.

Step 3 — Issue Contract / Section 1 Statement

Issue the employment contract before, or at latest on, the first day of work. Have it signed by both parties.

Step 4 — HMRC Registration / PAYE Setup

If not already registered:

• Register as an employer (https://www.gov.uk/register-employer)
• Take a P45 from the employee, or have them complete the HMRC Starter Checklist (https://www.gov.uk/government/publications/paye-starter-checklist)
• Set up the employee in payroll
• Submit a Full Payment Submission (FPS) under RTI on or before the first payday

Step 5 — Pensions Setup

• Identify auto-enrolment status (eligible / non-eligible / entitled)
• Apply postponement if desired (up to 3 months)
• Issue the auto-enrolment letter (within 6 weeks of duties start date)
• Enrol the worker through the chosen pension provider

NEST (https://www.thepensionsregulator.gov.uk/en/employers) is the most common public default scheme.

Step 6 — H&S Induction & Records

On day one:

• Health & safety induction (DSE assessment if office-based; manual handling if applicable; emergency procedures)
• Issue PPE if required
• Add to fire safety register (occupant count)

Step 7 — UK GDPR Privacy Notice

Provide an Article 13 privacy notice. The notice should cover lawful basis, retention period, rights, and international transfers.

Step 8 — Probation Period

Under ERA 1996, s.1(4)(b)(ii) (added 6 April 2020), the existence, conditions, and duration of any probation period must be specified in the written statement.

Probation is not a statutory concept itself — it is contractual. Common features:

• 3- or 6-month duration
• Reduced notice period during probation (typically 1 week)
• Subject always to statutory minimum notice — no notice for under-1-month service; 1 week for 1 month – 2 years’ service (ERA 1996, s.86(1)(a))

Note: although ordinary unfair dismissal protection generally requires 2 years’ service, the qualifying period does not apply to “automatically unfair” dismissals (e.g. for asserting a statutory right, whistleblowing, or discriminatory reasons). Probationary employees retain those protections.

5. April 2026 NMW Rates and Working Time Rules

April 2026 NMW/NLW Rates

The rates in force from 1 April 2026:

Apprentices aged 19+ who have completed the first year of their apprenticeship are entitled to the rate for their age band.

Sources:

• April 2026 announcement: https://www.gov.uk/government/news/national-living-wage-increases-to-1271-per-hour
• Low Pay Commission 2026 uprating report: https://www.gov.uk/government/publications/the-national-minimum-wage-in-2026/the-national-minimum-wage-in-2026

Enforcement is by HMRC. Employer non-compliance triggers civil penalties up to 200% of arrears plus naming on the public list of NMW non-compliers.

Holiday Pay Calculation

Statutory minimum is 5.6 weeks under WTR 1998, Reg.13 + 13A. For a full-time 5-day-a-week worker, that’s 28 days per leave year.

For workers without normal hours or with variable hours, holiday pay must reflect their average normal pay including regular overtime, commission, and bonuses, calculated over a 52-week reference period (or all available weeks if shorter), excluding weeks with no pay.

For “irregular hours workers” and “part-year workers” employed on or after 1 April 2024, holiday pay may be paid as rolled-up holiday pay at 12.07% of pay under Reg.16A as amended.

Family-Related Leave

Statutory pay rates (SMP, SPP, ShPP, SAP) are set annually; verify the 2026/27 figure via HMRC.

6. Common Mistakes (Gyoseishoshi View)

6-1. Treating Workers as Self-Employed

Symptom: A “self-employed contractor” turns out to be a worker for statutory purposes. Tribunal claim succeeds; back-pay for NMW, holiday pay, plus ET costs.

Avoidance: Apply realistic status tests at engagement. Mutuality of obligation, control, and personal service point to worker (or employee) status. If unsure, treat as worker, give Section 1 statement, run NMW and WTR compliance. HMRC’s CEST tool: https://www.gov.uk/guidance/check-employment-status-for-tax.

6-2. Missing the Day-One Section 1 Statement

Symptom: Tribunal grants 2- or 4-week pay award under Employment Act 2002, s.38 (where employee succeeds in another claim).

Avoidance: Issue the contract / written statement before the first day. Belief that “the contract can be issued in the first month” has been wrong since 6 April 2020.

6-3. Right-to-Work Check After Day One

Symptom: Civil penalty up to £45,000 per worker (£60,000 for repeat). Loss of “statutory excuse”.

Avoidance: Check before the start date. Save the verification page (online check) or the dated copy of the document (manual check). Diarise follow-up checks for time-limited workers.

6-4. Below-NMW Pay Through Deductions

Symptom: HMRC NMW investigation; arrears + 200% penalty + naming on public list.

Root cause: Deducting for uniforms, tools, training, accommodation in excess of the offset, or imposing unpaid pre-shift duties (e.g. security checks). NMW is calculated after permitted deductions.

Avoidance: Audit pay against NMW for every pay reference period. Treat travel, training, and changing time correctly as working time where required.

6-5. Skipping ACAS Code Steps in Disciplinary

Symptom: Tribunal increases compensation by up to 25% under TULRCA 1992, s.207A.

Avoidance: Always follow the six-step ACAS structure. Document each step. Even gross misconduct dismissals require investigation, hearing, decision, and appeal.

6-6. Treating Pregnancy or Maternity as a Performance Issue

Symptom: Pregnancy/maternity discrimination claim — uncapped compensation.

Root cause: Legitimate-looking performance management of an employee who has just announced pregnancy. The proximity in time creates an inference of discrimination.

Avoidance: When pregnancy or maternity is announced, pause and document the existing performance state. Continue performance management only where it pre-dates and is fully evidenced. Consult before action.

6-7. Confusing the 5.6 Weeks Holiday with “5.6 Weeks Plus Bank Holidays”

Symptom: Wage claims for unpaid holiday.

Avoidance: State explicitly in the Section 1 statement: “Annual leave entitlement is 28 days per leave year (5.6 weeks for a full-time worker), which includes the 8 UK bank holidays” — or whichever clear formulation applies. Ambiguity here causes claims later.

6-8. Forgetting to Auto-Enrol the First Director-Employee

Symptom: Pensions Regulator penalty + forced backdated enrolment.

Avoidance: Where the company has any worker who is also paid above the trigger, run AE compliance. Where the only worker is a director without an employment contract, the company may not have AE duties — but document the position.

6-9. Putting Restrictive Covenants in That Are Too Wide

Symptom: Covenant unenforceable; ex-employee competes freely.

Root cause: Restrictive covenants must be reasonable in scope, geography, and duration. A blanket 12-month UK-wide non-compete is rarely enforceable; a 3- or 6-month narrowly-drawn covenant against soliciting specific clients usually is.

Avoidance: Tailor each covenant. Have a separate clause for non-compete, non-solicitation, non-dealing, and confidentiality. Tillman v Egon Zehnder [2019] UKSC 32 is the leading authority on the construction and severance of restrictive covenants.

6-10. Failing to Notify Pension Auto-Enrolment Within 6 Weeks

Symptom: TPR notice and possible penalty.

Avoidance: Trigger the auto-enrolment letter from payroll software at the duties start date. Do not rely on memory.

7. After Hire — The First Pay Cycle and Beyond

7-1. The First Pay Cycle

7-2. Annual Calendar

7-3. Ongoing Obligations

7-4. When Things Go Wrong

8. FAQ — 12 Questions Employers Actually Ask

Q1. What is the single most important thing for a first-time UK employer to get right?

The right-to-work check before day one. Skipping or delaying it exposes the company to a civil penalty of up to £45,000 per worker for a first breach. Do it online with a share code via https://www.gov.uk/view-right-to-work and save the PDF to the employee file with the date and the name of the person who checked.

Q2. Does the employee really need a contract on day one?

Yes. Since 6 April 2020, the Section 1 written statement of particulars is a day-one right under ERA 1996, s.1(2). It applies to both employees and workers. The simplest compliance is to issue the full contract — which incorporates all the Section 1 particulars — on or before the first day, signed by both parties.

Q3. Can a probation period be extended?

Yes, if the contract specifies the right to extend. The Section 1 statement (post-6 April 2020) requires the conditions and duration of probation to be stated. A common formulation: “The probation period is 6 months, extendable at the company’s discretion by up to a further 3 months on written notice. During probation, the notice period is 1 week from either side.”

Without that contractual right, extension is technically a contract variation requiring the employee’s consent.

Q4. Does the employer have to grant a flexible working request?

No. The right (since April 2024) is to request flexible working, on day one of employment. The employer must consult and respond within 2 months, and may refuse only on one of eight statutory grounds (extra costs, detrimental effect on quality, etc.). The right gives a process; not an outcome.

Q5. Holiday entitlement — what’s the simple version?

Statutory minimum is 5.6 weeks under WTR 1998, Reg.13 + 13A. For a full-time 5-day-a-week worker, that’s 28 days per leave year. UK bank holidays (8 in England) may be included in the 28 days, or in addition — the contract decides. State it explicitly. Ambiguity here causes wage claims later.

Q6. April 2026 NMW rates — what should an employer remember?

Four bands from 1 April 2026:

1. National Living Wage (21+): £12.71/hour
2. 18–20 rate: £10.85/hour
3. 16–17 rate: £8.00/hour
4. Apprentice rate: £8.00/hour (under 19, or 19+ in first year only)

Pay must be at or above the rate for the worker’s age band and apprenticeship status. Deductions for uniforms, training, etc. cannot reduce pay below the floor for the pay reference period.

Q7. How does an employer dismiss someone fairly?

Follow the ACAS Code’s six steps: investigate, inform, meet (with the right to be accompanied), decide, dismiss with a fair reason and procedure, and offer appeal. Even if the conduct is gross misconduct (justifying summary dismissal without notice), the procedural Code still applies — investigation, hearing, decision, appeal.

Failure to follow the Code can increase tribunal compensation by up to 25% under TULRCA 1992, s.207A. The two-year qualifying period for unfair dismissal under ERA 1996, s.108 still applies for ordinary unfair dismissal — but automatically unfair reasons (whistleblowing, pregnancy, asserting a statutory right) have no qualifying period.

Q8. Does pension auto-enrolment apply to a single-employee start-up?

Yes, if the employee is an “eligible jobholder” (aged 22 to State Pension age, earning above the trigger ≈ £10,000/year). The employer chooses a qualifying scheme (NEST is the most common public default), enrols the employee within the duties start date plus any postponement (max 3 months), pays at least 3% employer contribution on qualifying earnings, and submits a declaration of compliance to The Pensions Regulator. This applies even if the company has only one employee.

Q9. A worker comes from Spain and will work entirely from Spain. Can the employer use the UK contract?

No. Where the worker’s habitual place of work is Spain, Spanish employment law will govern in most respects — including notice, dismissal protection, holiday, sick pay, and minimum wage. Tax and social security generally follow residence. The UK Section 1 statement does not “extend” the protection of UK law to Spain.

For genuinely cross-border arrangements, use an Employer of Record (EoR) such as Deel, Remote, or Oyster, or instruct local Spanish employment counsel.

Q10. Should a non-disclosure agreement be in the employment contract or separate?

Confidentiality is best dealt with in the employment contract itself (a clause covering confidential information during and after employment). A separate NDA for the employee adds little; it is the existence and reasonableness of the clauses that matter. For non-employee third parties (clients, contractors, partners), a separate NDA is appropriate.

Q11. What is the employer’s exposure on whistleblowing?

A worker who makes a “qualifying disclosure” in the public interest (Public Interest Disclosure Act 1998 / ERA 1996, Part IVA) cannot be subjected to detriment or dismissal for that reason. Any such dismissal is automatically unfair (ERA 1996, s.103A) — no qualifying period of service. Compensation is uncapped.

The employer must include a whistleblowing policy and ensure all line managers know not to retaliate.

Q12. What is the single best discipline for a small employer?

Document everything, contemporaneously, in writing. Every meeting, every decision, every warning, every change to terms — written. The single biggest predictor of tribunal outcomes is the quality of the documentary record. Build the habit on day one.

9. Conclusion

UK employment compliance is layered, but it is tractable. At the core there are six things every employer must get right: (1) the Section 1 contract by day one, (2) the right-to-work check before day one, (3) PAYE registration before first pay, (4) auto-enrolment in the first 6 weeks, (5) the ACAS Code on every disciplinary, and (6) compliance with NMW for every pay period.

Layered on top are the statutes and codes that apply when things change — the Equality Act on every hiring and firing decision, the Working Time Regulations on every rota, the family-leave regime on every parental announcement, the Whistleblowing protection on every protected disclosure.

The single biggest difference between an employer that gets sued and one that does not is paperwork discipline. The single biggest difference between an employer that loses at tribunal and one that wins is the documentary record — every meeting, every decision, every change in writing.

Get the onboarding pack right, follow the ACAS Code on every issue, and check NMW every pay period. The rest is gardening.

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Disclaimer

This article provides legal information, not legal advice. MmowW Scrib🐮 is a document preparation service operated by a licensed Gyoseishoshi (行政書士) office in Japan. We are not UK solicitors, barristers, employment law advisers, or HR consultants. Documents are prepared for use by the parties; the employment relationship is between the employer and the employee. For complex legal questions, consult a qualified UK legal professional.

Sources

Primary Statutes (legislation.gov.uk)

1. Employment Rights Act 1996: https://www.legislation.gov.uk/ukpga/1996/18/contents
2. Employment Rights Act 1996, Section 1 (written statement): https://www.legislation.gov.uk/ukpga/1996/18/section/1
3. Employment Rights Act 1996, Section 230 (employee/worker): https://www.legislation.gov.uk/ukpga/1996/18/section/230
4. Equality Act 2010: https://www.legislation.gov.uk/ukpga/2010/15/contents
5. National Minimum Wage Act 1998: https://www.legislation.gov.uk/ukpga/1998/39/contents
6. Working Time Regulations 1998 (SI 1998/1833): https://www.legislation.gov.uk/uksi/1998/1833/contents/made
7. Pensions Act 2008: https://www.legislation.gov.uk/ukpga/2008/30/contents
8. Health and Safety at Work etc. Act 1974: https://www.legislation.gov.uk/ukpga/1974/37/contents
9. Immigration, Asylum and Nationality Act 2006: https://www.legislation.gov.uk/ukpga/2006/13/contents
10. Public Interest Disclosure Act 1998: https://www.legislation.gov.uk/ukpga/1998/23/contents

Government Guidance

11. The National Minimum Wage in 2026 (LPC report): https://www.gov.uk/government/publications/the-national-minimum-wage-in-2026/the-national-minimum-wage-in-2026
12. NLW £12.71 announcement: https://www.gov.uk/government/news/national-living-wage-increases-to-1271-per-hour
13. Register as an employer with HMRC: https://www.gov.uk/register-employer
14. PAYE and payroll for employers: https://www.gov.uk/paye-for-employers/paye-and-payroll
15. Right-to-work checks employer’s guide: https://www.gov.uk/government/publications/an-employers-guide-to-right-to-work-checks
16. Online right-to-work check: https://www.gov.uk/view-right-to-work
17. Prove your right to work (employee): https://www.gov.uk/prove-right-to-work
18. Statutory Sick Pay (employer): https://www.gov.uk/employers-sick-pay
19. Skilled Worker visa employers: https://www.gov.uk/uk-visa-sponsorship-employers
20. Distributing tips fairly (statutory code): https://www.gov.uk/government/publications/distributing-tips-fairly-statutory-code-of-practice
21. Check employment status for tax (CEST): https://www.gov.uk/guidance/check-employment-status-for-tax

ACAS

22. ACAS Code on Disciplinary and Grievance: https://www.acas.org.uk/acas-code-of-practice-on-disciplinary-and-grievance-procedures
23. ACAS Early Conciliation: https://www.acas.org.uk/early-conciliation

Regulators

24. The Pensions Regulator (employer hub): https://www.thepensionsregulator.gov.uk/en/employers
25. Health and Safety Executive: https://www.hse.gov.uk