Updated for 2026
Employment Contract Generator - ERA 2025 Compliant
A written statement of employment particulars is a day-one statutory right under section 1 of the Employment Rights Act 1996. Lexara generates one that ticks all 14 mandatory items, applies the Employment Rights Act 2025 changes, and adapts to the role you're hiring.
Generate your employment contract
Day-one rights, holiday accrual, pension, restrictive covenants - all configurable.
Updated for the Employment Rights Act 2025
The biggest shake-up to UK employment law in two decades rolls out across 2026 and 2027. Lexara's prompt is date-aware: it applies each rule only once it's in force.
- February 2026 - paternity leave and unpaid parental leave become day-one rights.
- April 2026 - Statutory Sick Pay payable from day one (no waiting period, no lower earnings limit). Holiday-pay records must be retained for six years.
- January 2027 - qualifying period for ordinary unfair dismissal drops from two years to six months.
- 2027 - irregular-hours workers gain a right to request guaranteed hours after a 12-week reference period; cancelled shifts trigger compensation.
- From the bill's commencement - NDAs cannot prevent disclosure of sexual harassment.
The 14 mandatory section 1 particulars
Under section 1 of the Employment Rights Act 1996 (as amended), a written statement must contain at minimum:
- Names of the employer and employee.
- Date employment began (and continuous service date if different).
- Job title or description of the work.
- Place of work (and any required relocation).
- Pay and how often it's paid.
- Hours of work, including any variable elements.
- Holiday entitlement and pay (must allow precise calculation).
- Sick leave and sick pay arrangements.
- Other paid leave (parental, etc.).
- Notice required from each side.
- Term of the contract - permanent or fixed-term end date.
- Probationary period and conditions.
- Training entitlements and mandatory training costs.
- Pension and any collective agreements affecting terms.
Customisable terms
Lexara lets you set every commercial term from the form, and applies a sensible jurisdiction default if you leave a field blank:
- Holiday - number of days, plus an explicit choice on whether bank holidays are included or additional.
- Notice periods - never less than the statutory minimum (ERA 1996 s.86: one week per year of service up to 12 weeks).
- Pension - at minimum the statutory 3%/5% under the Pensions Act 2008; configurable upwards.
- Bonus and benefits - discretionary or contractual, with the discretion clause drafted carefully to preserve flexibility.
- Restrictive covenants - non-compete, non-solicitation, non-dealing - each tailored to be reasonable in scope and duration.
- Working time - a 48-hour opt-out is auto-included for roles that may exceed the WTR 1998 average.
Frequently Asked Questions
Is a written employment contract legally required in the UK?
Yes. Section 1 of the Employment Rights Act 1996 requires a written statement of employment particulars to be issued to every employee on or before their first day of work. The 2020 amendments extended this to workers, and the Employment Rights Act 2025 strengthens day-one rights further from February 2026.
What is the minimum holiday entitlement?
5.6 weeks of paid leave per year - 28 days for a five-day-a-week employee - under the Working Time Regulations 1998. Bank holidays may be included or additional, but the contract must be explicit. Lexara asks for that choice and drafts the clause accordingly.
What changes under the Employment Rights Act 2025?
Statutory Sick Pay payable from day one with no lower earnings limit (April 2026), day-one paternity leave and unpaid parental leave (February 2026), unfair-dismissal qualifying period reducing from two years to six months (January 2027), six-year holiday-pay record retention (April 2026), and an NDA carve-out for sexual-harassment disclosure.
Are non-compete clauses enforceable?
Only if reasonable in scope, geography and duration relative to a legitimate business interest. UK courts routinely strike down non-competes that exceed twelve months or cover an unreasonably wide territory. Lexara asks for the role and tailors the clause; consider non-solicitation as a less aggressive alternative.
What pension contribution must I offer?
Statutory minimum is 3% employer / 5% employee of qualifying earnings under the Pensions Act 2008 auto-enrolment regime. Many employers offer enhanced contributions; Lexara lets you set the level and references the scheme by name.
This content is for informational purposes only and does not constitute legal advice. We recommend consulting a qualified solicitor for complex legal matters.