EMPLOYMENT LEGISLATION

WRITTEN STATEMENT OF EMPLOYMENT PARTICULARS  (PL700 Rev 6 – URN 05/1671)

 
Contents

	Outline of provisions
	Who is entitled to receive a written statement?
	What information must the written statement include?
	What must the note of disciplinary and grievance procedures contain?
	Which of the required particulars may be given by reference to some other document, rather than in the written statement itself?
	When must the written statement be given?
	What notification is an employee entitled to receive when a change occurs in one of the particulars of employment?
	What information is an employee entitled to receive when there is a change of employer?
	How can an employee enforce the rights described in this document?
	How can a contractual dispute be resolved?
	How is a reference or complaint made to an employment tribunal?
	What is the time limit for making a reference or complaint to an employment tribunal?

Introduction

This document outlines provisions relating to an employee's right to receive a written statement of employment particulars under employment protection legislation. It also explains how an employee may enforce his or her rights. It gives general guidance only and should not be regarded as a complete or authoritative statement of law. Also available is an Example form of a written statement of employment particulars meeting the requirements of the legislation (PL 700-A).

Further information can be obtained from the Advisory, Conciliation and Arbitration Service (Acas).

Note: Some terms and conditions of employment are subject to statutory requirements, e.g. rates of pay, working hours and holidays, notice of termination of employment and (from 1 October 2004) disciplinary and grievance procedures.1 For more information see:

• A detailed guide to the national minimum wage (251 Kb)
• Your guide to the working time regulations
• Rights to notice and reasons for dismissal (PL707)
• Dispute Resolution web page

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1 The statutory procedures will apply when an employer first contemplates dismissal or disciplinary action on or after 1 October 2004, but not when a procedure of the employer's own has been started before that date.

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Last updated 20 October 2005