Junior Employee Employment Contract UK (Under 25)

What this document is

A junior employee employment contract is a written agreement between an employer and a worker under 25, setting out the terms on which that person is being engaged. It performs the same job as any other employment contract, but it's pitched at roles where the pay structure reflects the minimum wage bands that apply to younger workers, rather than the full National Living Wage that kicks in at age 21 (the age threshold for the National Living Wage was reduced from 25 to 23, and then to 21, so always check the current gov.uk guidance for the latest position).

Typical junior roles where this kind of contract is used include administrative assistants, junior paralegals, trainees, office juniors, and entry-level clerical staff. The document records the fundamentals: job title, start date, pay, hours, holiday entitlement, notice periods, probationary arrangements, and the policies the employee is expected to follow.

For the employer, it creates certainty. For the employee, often someone new to the workplace, it gives them a reference point for what is expected and what they are entitled to.

How to use this document

1. Confirm the role and the age bracket. Before drafting anything, be clear on whether the person you're hiring falls within the age range this type of contract is designed for. If the employee is 21 or older, the National Living Wage applies and you'll need a contract that reflects that. Getting the pay position right from the outset avoids expensive corrections later. 2. Gather the statutory particulars you must include. Under the Employment Rights Act 1996 (as amended by the Good Work Plan reforms), employers must provide a written statement of employment particulars on or before the first day of work. This covers pay, hours, holiday, place of work, notice, and various other items. Make a checklist of these before you start drafting so nothing is missed. 3. Set out pay, hours, and working patterns clearly. Junior employees may be on different rates depending on their age, so spell out the hourly or annual rate plainly. Include how overtime is handled, whether hours are fixed or variable, and any rest break arrangements. Vague wording here is a common source of later disagreement, so err on the side of being specific. 4. Deal with holidays, sickness, pensions, and probation. Include the statutory minimum holiday entitlement (pro-rated where relevant), your sick pay arrangements, pension auto-enrolment details, and any probationary period. Younger workers often ask about these more than senior hires because they may be navigating them for the first time, so clear drafting pays off. 5. Have both parties sign and keep a copy on file. Once the terms are agreed, both the employer and the employee should sign and date the contract, with each retaining a copy. Store the signed version securely alongside the employee's right-to-work evidence and other HR records. This becomes your reference point if any question arises down the line.

Common questions