Legislation has an important impact on terms and conditions of employment; this is because legislation implies certain minimum requirements into the employment relationship in addition to what is agreed between the parties themselves. The fundamental starting point when considering the legal relationship between employer and employee is always the contract itself, but the relevant legislation must always be considered as well.

The main piece of legislation which governs many terms and conditions of employment is the Employment Rights Act 1996. A list of some of the other legislation which has an impact on what can be incorporated into the terms and conditions of employment is at the end of these Q&As, along with a list of legislation dealing with zero-hours contracts.

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