Thank you very much for clarifying. First of all, I am sorry to hear about the issues you have experienced in your situation.
An employer has a legal obligation, under Section 1 of the Employment Rights Act 1996, to issue what is known as a ‘written statement of employment particulars’ as soon as an employee starts working for them. That statement is not necessarily a contract in itself, but most employment contracts will contain what must be in the statement of employment particulars.
The following must be included in the statement:
- the employer’s name
- the employee’s name
- the start date of employment
- the date that ‘continuous employment’ (working for the same employer without a significant break) started for an employee
- job title, or a brief description of the job
- the employer’s address
- the places or addresses where the employee will work
- pay, including how often and when it will be paid
- working hours, including which days the employee must work and if and how their hours or days can change
- holiday and holiday pay, including an explanation of how its calculated if the employee leaves
- the amount of sick leave and pay
- any other paid leave
- any other benefits, including non-contractual benefits such as childcare vouchers or company car schemes
- the notice period either side must give when employment ends
- how long the job is expected to last (if it’s temporary or fixed term)
- any probation period, including its conditions and how long it is
- if the employee will work abroad, and any terms that apply
- training that must be completed by the employee, including training the employer does not pay for
Failure to use such a statement, or a contract which contains these requirements, is a breach of the Employment Rights Act 1996. The employee could potentially challenge the employer over it and make a claim for compensation in the Employment Tribunal, equivalent to a minimum of 2 weeks’ and a maximum of 4 weeks’ pay. However, to be able to claim, another substantive claim must be submitted first, such as for unfair dismissal, constructive dismissal, or discrimination.