Employment Contract Review – Instant UK Employment Risk Check
Upload your offer letter or employment contract and get a clear, actionable risk assessment in minutes—plus suggested wording to fix red flags.
- Your document is processed securely and never stored permanently.
Contract Review Preview
- Pay & Deductions
- Hours & Holiday
- Notice Periods
- Probation Terms
- Restrictive Covenants
- Equality & Privacy
What We Review
Our AI reviews key clauses for UK employment law compliance, flagging risks and suggesting improvements for better protection.
Written Particulars (ERA s.1)
Required items including pay, hours, holiday, job title, start date, place of work, probation, and notice periods.
Pay & Deductions
Pay frequency, overtime/shift premia, lawful deductions wording; no unlawful deductions.
Hours & Working Time
Contracted hours, breaks, night work, opt-out where appropriate; holiday set correctly (min 5.6 weeks).
Holiday Accrual & Carry-over
Alignment with Working Time reforms from 1 Jan 2024 for irregular/part-year workers.
Notice & Termination
Statutory minimums and contractual notice (PILON, garden leave).
Restrictive Covenants
Non-compete, non-solicit, non-deal; reasonableness and duration checks.
Equality & Anti-harassment
Equality Act alignment and protected characteristics statement.
Data Protection
Lawful basis, retention, access, monitoring; link to privacy notice.
Remote/Hybrid Terms
Place of work, expenses/equipment, H&S, flexibility arrangements.
Employment Contract Risk Indicators
🚨 Red Flags (High Risk)
- Missing day-one particulars or unclear pay/hours/holiday calculations
- Holiday entitlement not set to at least 5.6 weeks or ignoring 2024 reforms
- Notice periods below statutory minima or asymmetrical without justification
- Restrictive covenants too broad/long with no legitimate business interest
- Vague deduction clauses; unilateral variation without process
- Vague deduction clauses; unilateral variation without process
✅ Green Flags (Good Practice)
- Clear pay, hours, place of work, benefits, probation and notice in written statement
- Holiday set correctly with carry-over rules documented
- Fair termination terms (PILON/garden leave) and compliant notice
- Narrow, time-limited covenants tied to legitimate interests
- Linked policies clearly marked non-contractual unless intended
How It Works
1
Upload
Upload your employment contract (PDF or DOCX)
2
AI Analysis
Runs clause-by-clause checks aligned to UK law and guidance
3
Report
Shows Red/Amber/Green items with plain-English fixes and suggested wording
4
Export
Export to PDF/DOCX or share a link internally
Average time to first result: 20–60 seconds
Sample Employment Contract Report
Document: Permanent employee contract (office/hybrid)
Key Findings
Contract lacks required particulars under GOV.UK guidance
Risk of falling below 5.6 weeks for some patterns
Below statutory minimum requirements
Likely excessive duration
Ready to review your employment contract?
Frequently Asked Questions
What must an employment contract include?
Core particulars must be provided on or before day one (e.g., pay, hours, holiday, job, start date, place of work); other particulars within two months. Keep changes updated.
How much holiday must we give?
At least 5.6 weeks (pro-rated). For irregular/part-year workers, check the 2024 reforms to Working Time.
What are statutory notice periods?
Minimum: 1 week after 1 month; then one week per complete year up to 12 weeks. Contracts can offer more, not less.
Do we need equality wording?
You must not discriminate on protected characteristics; good contracts and policies signpost this and the route to raise concerns.
How should we handle employee data?
Reference your Employee Privacy Notice and follow ICO guidance on employment records and health data.
Ready to review your employment contract?
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