Employment contracts must comply with legal requirements so it’s worth asking an employment solicitor to draft or review the contract before you give it to your staff to sign. Certain terms and conditions need to be given to employees at the outset of their employment. These include information on: the name of the employer and employee the date employment commenced the date when continuous employment began the scale, rate and method of calculating pay intervals at which remuneration is paid terms and conditions relating to hours of work entitlement to holidays, including public holidays and holiday pay the job title or a brief description of duties the expected place of work Some further information must be provided to employees, however this can be referred to without being included in the main statement of terms of employment. Currently, you must supply this information within the first two months of employment. From 6 April 2020 there were changes introduced in the law concerning who you need to provide this information to, the information you need to supply and when it needs to be supplied. The changes in the law require further information to be provided, such as: the specific hours and days of the week the employee or worker is required to work whether these can be amended and the procedure for amending them details of any other paid leave, such as parental or family leave details of further benefits details of any probationary period details of any training provided by the employer