Written Statements of Employment Particulars: what you need to know

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Employers are legally required to provide employees and workers with a written statement of particulars of Employment. This document sets out the key terms and conditions of Employment and is often referred to as a Section 1 Statement.

Although some contractual terms can be agreed verbally or implied through conduct, the law requires certain information to be provided in writing. If there is no separate written contract, a Section 1 Statement will be persuasive evidence as to the terms of the contract between the parties.

When must the statement be provided?

For those starting work on or after 6 April 2020, there is no minimum service requirement for an employee or worker to be given a Section 1 Statement, and it must be provided no later than the beginning of the Employment. Some particulars may be contained in a reasonably accessible document that the Section 1 Statement refers to, and some particulars may be given in instalments but no later than two months after the start of the Employment.

What information must be included?

The Employment Rights Act 1996 sets out a prescribed list of particulars that must be included. In broad terms, the written statement must cover:

  • The identity of the employer and employee
  • The employee’s start date and any earlier service counting towards continuity
  • Job title or a description of the role
  • Place of work
  • Pay and benefits
  • Hours and working patterns
  • Holiday entitlement and other paid leave
  • Sickness and incapacity arrangements
  • Notice and termination provisions
  • Training requirements
  • Disciplinary and grievance procedures
  • Pension arrangements
  • Data protection information
  • Details of any collective agreements affecting employment

What happens if an employer does not comply?

An employee or worker may make a complaint to an Employment Tribunal where an employer fails to provide an accurate Section 1 Statement. The Tribunal will determine what particulars ought to have been included or referred to in the statement. Where an employee or worker also has a successful substantive claim in the Employment Tribunal, they may claim compensation in respect of the failure to provide particulars. The award is likely to be between two to four weeks’ pay.

For advice and representation on all your employment law needs please contact us.

  • Saffron Walden: 01799 523 441
  • Haverhill: 01440 702 485
  • Sawston: 01223 832 939

You can also visit our website and get in touch via our Enquiries Form

Why should you update your Will regularly?

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A Will is not something you can simply set aside and forget. As life evolves, your Will should evolve with it. It is good practice to review your Will every 3-5 years or sooner if you experience a significant life change such as:

  • Marriage or divorce
  • The arrival of children or grandchildren
  • Buying or selling property
  • Notable changes in your financial situation
  • Changes to your chosen executors
  • Changes to guardians for children
  • The death of someone named in your Will

If your Will is not kept up to date, it may no longer reflect your true wishes. This can create disputes, delays or even result in parts of your estate being distributed in a way you never intended.

A brief review with a professional can help ensure your Will remains accurate and valid – saving your loved ones significant stress, time and expense in the future.
Book your appointment today by contacting one of our offices:

  • Saffron Walden: 01799 523 441
  • Haverhill: 01440 702 485
  • Sawston: 01223 832 939

You can also visit our website and get in touch via our Enquiries Form

Jennifer Carpenter and Harriet Christodoulides discuss The Saffron Directory

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It was great to welcome Harriet Christodoulides from Saffron Directory to the Saffron Walden office this morning for an interview with our Managing Partner, Jennifer Carpenter, discussing why Adams Harrison choose to support the directory. Huge thanks to Harrison Cantel for video recording the interview.

The Employment Rights Act 2025 – What does this mean for you? FREE EVENT

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We’re pleased to invite you to our upcoming FREE event “The Employment Rights Act 2025 — What This Mean for You”

Join us for an insightful session on the upcoming employment law changes at our FREE, in- person event.

Whether you’re a business owner, HR professional, or an employee looking to understand your rights, this session will provide you with practical insights.

We hope to see you there!

We will be at the Saffron Community Link, 1A Market Street, Saffron Walden, CB10 1HX, on the following dates:

Wednesday 25th February 5.15pm.
Tuesday 5th March 8.00am.

🔗 Secure your place here: Click Here

EMPLOYMENT LAW CHANGES

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DAY ONE RIGHTS FOR:

  • PARENTAL LEAVE
  • PATERNITY LEAVE

FROM APRIL 2026

Section 15 of the new Employment Rights Act 2025 removes the one-year qualifying period for unpaid parental leave, extending it to all employees as a day-one right. Section 16 similarly eliminates the 26-week qualifying period for paternity leave. However, the statutory paternity pay requirements remain unchanged with their existing conditions including a 26-week qualifying period of employment.

The government estimates the changes will enable an additional 32,000 fathers to access paternity leave, while approximately 1.5 million working parents will gain access to parental leave arrangements, providing greater flexibility for childcare responsibilities.

The Employment Rights Act 2025 is on its way!

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We have previously been reporting on the Employment Rights Bill.

Well, it received Royal Assent on 18th December 2025.  There is a roadmap for when each of the changes will come into effect.  The Government has promised to give employers, employees and workers time to prepare for the various changes.

Some changes will take effect two months after Royal Assent.  Other, more significant employment law changes will come into force from April 2026, to include:-

Paternity Leave – there will no longer be the requirement for a qualifying period of employment before becoming eligible to paternity leave.

Statutory Sick Pay – removal of the waiting period and lower earnings limit.

Sexual Harassment protected disclosures – reporting sexual harassment to have the protection of “whistleblowing”.

Fair Work Agency – agency due to be established from April 2026 to take legal action on behalf of workers/employees against organisations with enforcement powers.

It has been announced that the significant change to a six month unfair dismissal qualifying period (from the current position of requiring two years employment ) will take effect on 1st January 2027.

For advice and representation on all your employment law needs please contact us.

The Renters Rights Act

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As we end this year the first implementation phase of the Renters Rights Act starts on the 27th December 2025, two months after the Act received Royal Assent.  See our previous blog of 14th November where you can access the implementation roadmap that has been published.

May 2026 is the date that the new tenancy reforms in the Renters Rights Act come into force.  As a landlord, to help you prepare for these changes in the new year our Property Litigation Team have produced a checklist.  Consider this checklist to help ensure that your existing tenancies transition under the new rules and for you to be prepared when entering into new tenancies under the new Act. Click on the link below to download a pdf copy of the checklist.

Renters Rights Act – Compliance checklist for Landlords

You can find out more about our services to Landlords and Tenants, and download our leaflet, here Residential Landlord and Tenant Disputes Legal Services | Adams Harrison

For more information and advice on this and how this may affect you please contact our Property Litigation Team at [email protected]

2025 Christmas Charity Cheque Presentation to Uttlesford Food Bank

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Jack Stewart, Partner and Head of Residential Conveyancing, presented Katy Mendes-Day of Uttlesford Food Bank a cheque for £200 on Tuesday 16th December. Every Christmas, instead of sending Christmas cards to our clients and contacts, staff select a charity local to each office to receive a donation from the partners. For Saffron Walden office this year the chosen charity was Uttlesford Food Bank which operates in and around Saffron Walden. You can find out more about Uttlesford Food Bank here: https://uttlesford.foodbank.org.uk/

Contentious Probate Claims – we can help

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Acting as executor to an estate can be a minefield at the best of times. It is a huge responsibility. But if there is any legal claim against the estate then this becomes particularly problematic for those that are the executors. This is where our Dispute Resolution Department can advise, assist and represent the Executor(s) to guide them through this difficult time.

What sort of claims can arise?

Executors may need to:

• Defend a claim brought against the estate regarding disputes about ownership, alleged monies/debts owed by the deceased or a claim for reasonable financial provision under the Inheritance (Provision for Family & Dependants) Act 1975.
• Pursue a claim on behalf of the estate to recover loans or set aside property transfers made under duress during the deceased’s lifetime.
• Respond to allegations of fraud, undue influence or maladministration of the estate
• Defend or explain the validity of a Will.

We can provide essential legal advice and representation in these circumstances.

Executors must always act in the best interests of the estate and beneficiaries so taking independent legal advice before pursuing risky litigation is essential. It may be necessary to make an application to the Court for guidance and permission on the best way forward in relation to the administration of an estate where there is a dispute or claim. This is called a Beddoe application under part 64 of the Civil Procedure Rules – so called after the legal case of Re Beddoe [1892] that stated an executor who:

“without the sanction of the court, commences an action or defends an action unsuccessfully does so at his own risk as regards the costs, even if he acts on counsel’s opinion”

As an Executor do not take the risks alone – instruct us to advise and represent you and if necessary to make a Beddoe application on your behalf to ensure that you do not have personally liability for your actions as Executor.

New Partner Announcement

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Adams Harrison with offices in Saffron Walden, Haverhill and Sawston, are pleased to announce that Roslyn Sweeney has joined the partnership.
Roslyn qualified as a solicitor in 2003 and has worked in the Cambridge area for over 20 years, specialising in Residential Conveyancing. Roslyn joined the practice in 2024, based at the Sawston office and has been an integral part of our busy Residential Department. Prior to joining Adams Harrison Roslyn was a Partner at a Top 60 UK law firm. Prior to that, she co-founded and ran a successful law firm, having previously gained extensive experience at two other leading regional practices. This background has given her a deep understanding of the property market across Cambridge and the surrounding areas.

On joining the partnership Roslyn said “I’m proud to have been appointed a Partner at Adams Harrison. It’s a privilege to serve our local communities and I look forward to contributing to the continued excellence of our client service.”

Jennifer Carpenter, Managing Partner said “We are delighted to have a solicitor of Roslyn’s calibre join the partnership. I look forward to working more closely with Roslyn and the valuable contribution to the partnership I know she will bring”

Adams Harrison can be contacted at any of their three offices for assistance in with your residential conveyancing requirements.