I started work without a full contract: what written terms should I have?

The statement records terms; it is not necessarily the whole contract

Employees and workers in Great Britain have a right to written employment particulars. The principal statement is due on or before the first day; certain additional particulars can be supplied within two months. Which information belongs where matters. The statement records terms and is not necessarily the whole contract. Missing paperwork does not automatically mean no relationship or no agreed terms. Northern Ireland has separate rules.

Compare the principal statement with the offer

Compare the supplied particulars with the accepted offer: employer, start date, role, location, pay and its frequency, hours, holiday, notice and any probation or training arrangement. Mark a missing item separately from a contradictory term, and ask which day-one or later particulars the employer relies on. Keep the advert, offer and statement together. Do not infer that this practical comparison is the complete statutory list for every worker or overseas arrangement.

Obtain the documents referenced by the statement

The written statement may refer to other documents, such as a staff handbook or an online policy. If it does, the employer must state what those documents are and where to find them. Ask for the current version and confirm whether the policy forms part of your contract. Note the version and the date. Keep lawful copies of your own terms. A link that you cannot open is not a useful answer to a question about pay, absence reporting, or the process for raising a problem. If the policy is not accessible, ask for a printed copy or an alternative format.

Raise a precise paperwork request

Send a short list of the missing or inconsistent particulars through the employer's normal channel, and keep the response. Separate the request to correct the written record from any discussion about agreeing to a new term. If the issue continues, obtain advice from Acas or a specialist about your employment status, the required particulars, and the procedure to follow. Do not sign a backdated document without understanding what it records and what it changes. If you are asked to sign, ask for time to review and seek advice if needed.

Example: what to check when a term is missing

Hypothetical illustration: the accepted offer mentions holiday arrangements, while the supplied statement gives pay and hours but no clear holiday information. Identify the missing information and ask where the required written particulars are provided. If another policy is referenced, obtain its accessible current version and ask whether the relevant wording is contractual. Compare it with the offer and actual arrangement; a dead link does not give you readable terms, and a handbook is not automatically wholly part of the contract.

Next steps if the issue is unresolved

If the employer does not provide the missing particulars or does not explain the inconsistency, you can seek further help. Acas provides free and impartial advice on employment rights. You may also consider speaking to a specialist employment adviser or a trade union representative, if you are a member. Before you do, gather the documents you have: the advert, the offer, the principal statement, any policies you can access, and the correspondence with the employer. Write down the specific questions you want answered, such as: "What is my contractual holiday entitlement?" or "How is my notice period calculated?" This will help the adviser understand your situation. If you believe the employer has breached the law, an employment tribunal may be able to consider a claim, but you should seek advice on the time limits and procedure.

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