Written Statement (Contract) of Employment Terms

• An employer must give employees a written statement of employment terms (Contract) within 4 weeks of starting work.
• Even if an employee leave before 4 weeks, they are still entitled to receive it.
• If employees are going to work outside Jersey for more than 4 weeks, they must receive the written terms before they leave.

The statement must be signed by the employer and include:

1. Names of both the employer and the employee
2. Start date of employee’s employment
3. Continuous employment date (if previous service counts)
4. Pay details - rate, how it is calculated, and how/when it is paid
5. Working hours - including overtime, shifts, and rest periods
6. Holiday entitlement - including public holidays and how holiday pay is calculated
7. Sick pay, pension, parental leave, redundancy, and disciplinary/grievance procedures
8. Notice periods - how much notice employee and employer must give
9. If the job is temporary or fixed-term, details of:
   • Expected duration 
   • End date or event that ends the contract
   • Specific task or project that ends the job
10. Job title or description 
11. Place of work - including multiple locations if applicable
12. Any collective agreements affecting employee’s terms
13. If working outside Jersey, details of:
    • Duration
    • Currency of pay
    • Extra payments or benefits
    • Terms for returning to Jersey

An employer can refer employees to a company handbook, noticeboard, or accessible document for details on holidays, sick pay, notice periods, etc. These must be easy for employees to access.

• If the employer changes non contractual terms, they must notify the employee in writing within 4 weeks.
• Changes should be agreed between the employee and the employer - unilateral changes may be a breach of contract.
• If the employer’s name changes but an employee’s job does not, the employer must still inform employees in writing.

• An employee can take the issue to the Employment Tribunal.
• The Tribunal may award up to 8 weeks’ pay in compensation.
• If the job has ended, an employee must apply to the Tribunal within 7 weeks and 6 days (extensions may be allowed in exceptional cases).