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Written statement of employment particulars

A guide explaining employers’ duties to provide a written statement of employment particulars, including required content, timing and remedies for non‑compliance.

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By Sue Johnstone | Updating author: Lilia Dangi

This guide explains the duty on employers to provide employees and workers with certain information in a written statement of the key terms and conditions of their employment.

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  • Right to a written statement of employment particulars
  • Written statement – what to include
    • Written statement principal document
    • Terms that can be provided in instalments
    • Reference to further information
  • Changes to written statements of employment particulars
  • Written statements and contracts of employment
  • Employees who started work prior to 6 April 2020
  • Remedies and penalties
    • Separate claims including breach of written particulars requirements
  • Future developments
    • Right to join trade union

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Latest updates

Updated to reflect that the Employment Rights Bill received Royal Assent on 18 December 2025.

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About the author

Sue Johnstone

Sue Johnstone is a freelance trainer and writer on employment law.

Sue is an experienced writer on all aspects of employment law. She specialised for many years in discrimination law and equality practice and was editor of Equal Opportunities Review from 2002 to 2017.

She has many years’ experience as a university lecturer on employment law, and is a freelance tutor on CIPD employment law courses.

Sue’s experience of employment law in practice includes more than 25 years sitting as an employment tribunal member.

About the author

Lilia Dangi
Legal Editor, Brightmine

Lilia joined the Employment Law and Compliance team as a Legal Editor in March 2025.

Lilia has over 10 years’ experience in HR, with a strong background in employment law, compliance, and governance. She has worked across major organisations including Deloitte, Santander, and Unilever, advising on complex employee relations matters, immigration and change management.

Lilia also brings experience as a CIPD tutor, delivering modules on employment law and workforce planning. She holds a Law degree, a Law Masters in Corporate Governance, and is a certified Company Secretary and CIPD Associate.

Connect with Lilia on LinkedIn.

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