Admin Employee Contract Solicitors
An admin employee contract is the employment contract for office-based and administrative staff, such as receptionists, administrators, office managers and assistants, setting out pay, hours, duties, holiday, notice and the employer’s key policies.
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Adam Bernard Solicitors drafts employment contracts for administrative roles that comply with UK law and reflect the changes being introduced by the Employment Rights Act 2025.
Administrative staff are often the first people a growing business hires. Getting their contracts right from the outset avoids disputes and makes future changes easier.
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The Legal Minimum: The Written Statement of Particulars
Every employee and worker must receive a written statement of employment particulars on or before their first day of work. The required content is set out in section 1 of the Employment Rights Act 1996 and summarised on GOV.UK. It must include, among other things:
- Thenames of employer and employee, start date and job
- Pay,how it is calculated and when it is
- Hoursand days of work, and whether they may
- Holidayentitlement and holiday
- Placeof
- Probationaryperiod, if
- Trainingrequirements and
- Notice
What a Good Admin Employee Contract Adds
A well-drafted contract goes beyond the statutory minimum to protect the business and set clear expectations. For administrative roles this typically includes:
- Flexibility clauses allowing reasonable changes to duties and
- Confidentiality obligations covering client and business
- Data protection obligations, as administrators often handle personal
- IT and communications rules, including
- Hybrid and remote working
- Sickness absence and reporting
- Deductions from pay clauses, for example for
- Garden leave and payment in lieu of notice.
Pay, Working Time and Holiday
Admin staff must be paid at least the National Minimum Wage or National Living Wage and receive at least 5.6 weeks’ paid annual leave. Check current National Minimum Wage rates on GOV.UK. Working hours, rest breaks and the 48-hour week are governed by the Working Time Regulations 1998. Since April 2026, employers must also keep records of holiday entitlement and pay.
Employment Rights Act 2025: What Changes for Admin Contracts?
The Employment Rights Act 2025 is being phased in through 2026 and 2027, and employment contracts should be reviewed to reflect it. Key changes under the Employment Rights Act 2025 include:
- Statutorysick pay from day one of sickness, from April 2026
- A six-month qualifying period for unfair dismissal, expected to apply to dismissals from 1January 2027, making probationary periods more important.
- Anew statement of the right to join a trade union, expected from January
- Restrictions on dismissal and re-engagement to impose changes to key terms, expectedfrom January 2027.
Contracts with broad flexibility clauses should be checked, as relying on them to make significant changes will carry more risk.
Right to Work and Pensions
Before employment starts, employers must check that the employee has the right to work in the UK, and must assess them for automatic enrolment into a workplace pension. See GOV.UK guidance on checking a job applicant’s right to work and on workplace pensions for employers.
Changing an Existing Admin Contract
Contract terms can usually only be changed by agreement, so employers should consult and obtain consent rather than imposing changes. GOV.UK explains how employment contracts can be changed. Our contract redrafting service can update your template and advise on rolling it out.
Admin vs Senior Employee Contracts
Administrative contracts should be clear and proportionate. Wide post-termination restrictions are rarely appropriate for junior staff and may be unenforceable. For managers and senior staff, see our senior employee contracts page. For temporary staff supplied by an agency, see agency worker contracts.
Probation Periods After 2027
Probationary periods will become more important once the six-month unfair dismissal qualifying period applies from 1 January 2027. Employers should:
- Setclear probation objectives in writing for each admin
- Holddocumented reviews during the probationary
- Decidebefore the end of probation whether to confirm, extend or end the
- Useconsistent, fair procedures to reduce discrimination risk, which applies from day
A well-drafted probation clause and a short probation policy give managers a clear framework.
How Adam Bernard Solicitors Can Help
We draft admin employee contracts and staff handbooks for a fixed fee, and review existing contracts through our contract review service. See all our commercial contract services.
Call 0207 100 2525 (24/7) or book a free consultation to discuss your contract.
This page is for information only and does not constitute legal advice.
Frequently Asked Questions
When must an admin employee receive their employment contract?
How much holiday are admin staff entitled to?
Do I need to update admin contracts for the Employment Rights Act 2025?
Can I include a non-compete clause in an admin employee's contract?
Can I change an admin employee's contract without consent?
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