Clear terms from day one
Employment contracts tailored to your roles and your business.
Give employees and workers clarity from the start with professionally drafted terms that reflect the role, reward, working arrangements and protections your organisation needs.
Clear, commercially practical HR advice
Role-specific drafting Clear employment terms Day-one particulars covered Practical review and explanation
Practical employer support
Clear written terms prevent uncertainty later.
Employers must provide employees and workers with a written statement of the main conditions of employment when they start. The principal statement is required on or before the first day, with certain wider information provided within two months.
The written statement is not itself the whole employment contract. Dekela brings the required particulars and the wider contractual terms together in documents that are understandable, appropriate for the role and consistent with your policies.
Contracts can be tailored for:
- Permanent and fixed-term employees
- Workers and casual arrangements
- Part-time and flexible roles
- Managers and senior appointments
- Remote, hybrid or multi-site work
- Probation, benefits and role-specific clauses
A clear route forward
How Dekela supports you.
A proportionate process, tailored to the facts and the needs of your organisation.
- 01
Scope the role
Confirm status, duties, location, hours, reward and working pattern.
- 02
Review context
Check existing terms, policies and any special commercial requirements.
- 03
Draft clearly
Prepare role-appropriate terms and the required written particulars.
- 04
Explain and refine
Walk through key clauses and agree any final amendments.
- 05
Issue and maintain
Provide ready-to-use documents and guidance for future changes.
Hands-on help
Contracts that work in practice, not just on paper.
Contract and written-statement audits
Role-specific and senior clauses
Updates following workplace changes
Independent fact-finding
Does the situation need a workplace investigation?
Clear terms and linked procedures reduce ambiguity when workplace concerns arise. If a later allegation involves disputed conduct or facts, Dekela can provide independent investigation support.
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Common questions
Employment Contracts questions, answered.
For advice about a live situation, speak to our team in confidence.
When must written employment particulars be provided?
The principal written statement must be provided on or before the first day of work. Certain wider information can be provided in instalments, no later than two months after employment starts.
Is a written statement the same as an employment contract?
No. Government guidance distinguishes the statutory written statement from the wider legal agreement between employer and employee or worker. A well-drafted document can address both clearly.
Can one contract template be used for every employee?
A reliable core template can help consistency, but status, duties, hours, location, benefits, seniority and working arrangements may require different terms or schedules.
Can Dekela review contracts we already use?
Yes. We can audit existing documents for missing particulars, unclear clauses, inconsistencies with policies and terms that no longer reflect how people work.
Confidential initial conversation
Get clear advice before you take the next step.
Tell us what is happening and we’ll help you choose a fair, practical and commercially sensible route forward.