[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-175051-105":3,"detail-sidebar-cat-1-en-105":81,"doc-detail-175051-en":127},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","contract-of-employment-statement-of-terms-and-conditions-fixed-hours","Contract of Employment - Statement of Terms and Conditions - Fixed Hours","","Employment contract template defining statement of terms and conditions for an hourly paid Personal Assistant/Carer role. Specifies normal working hours with separate weekday and weekend rates, sleepover arrangements, qualifying days, break rules, maximum weekly working time, and daily rest requirements including potential night-work adjustments. Covers basis of employment (fixed term or permanent), eligibility subject to Disclosure and Barring Service checks and references, restrictions on conflicting or additional duties, salary calculation and payment method, signed time sheets, holiday entitlement and booking rules, probationary period notice, and lateness and persistent absence handling.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/letters/","Letters",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/contract-of-employment-statement-of-terms-and-conditions-fixed-hours/175051/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/contract-of-employment-statement-of-terms-and-conditions-fixed-hours/175051.png","ImageObject",442,249,{"name":42,"@type":43},"Tawan","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/octet-stream","2026-10-20","2026-09-02",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",10,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"How are normal working hours and sleepovers defined in the contract?","Question",{"text":63,"@type":64},"Working hours are set with separate weekday and weekend hour figures, and sleepovers are included if required. The qualifying days list the weekly days covered, and hours may be adjusted with notice based on the employer’s needs.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What break and maximum work/rest limits apply?",{"text":68,"@type":64},"An uninterrupted 20-minute break is entitled to when daily working time exceeds six hours, and it cannot be taken at the start or end of the working day. The maximum required working time is 48 hours per week, with 11 consecutive hours rest in any 24-hour period.",{"name":70,"@type":61,"acceptedAnswer":71},"How are salary, time sheets, and holiday entitlement handled?",{"text":72,"@type":64},"Hourly pay is specified for weekdays, weekends/bank holidays, and sleepovers, with deductions for National Insurance and Income Tax as required. Signed time sheets must be submitted monthly or weekly as appropriate. Holiday entitlement follows the stated holiday year, must be taken within that period, and is not paid for unused leave.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},175051,1788318018,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,104,109,114,118,123],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":90,"doc_module":22,"doc_module_name":25,"category_name":91,"show_sort_weight":92,"slug":93},12,"Resumes",80,"resumes",{"id":95,"doc_module":22,"doc_module_name":25,"category_name":96,"show_sort_weight":97,"slug":98},14,"Invoices",70,"invoices",{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},15,"Posters",60,"posters",{"id":105,"doc_module":22,"doc_module_name":25,"category_name":106,"show_sort_weight":107,"slug":108},16,"Social Media",50,"social-media",{"id":110,"doc_module":22,"doc_module_name":25,"category_name":111,"show_sort_weight":112,"slug":113},17,"Forms",40,"forms",{"id":115,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":116,"slug":117},18,30,"letters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},21,"Paper Templates",5,"papers-templates",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},158,"General","general-158",{"code":4,"msg":82,"data":128},{"doc_id":79,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":22,"category_id":115,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":136,"language":137,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":12,"update_tm":80,"read_time":30},2336475104042,"https://ap-avatar.wpscdn.com/avatar/22000c4c32af1715be0?x-image-process=image/resize,m_fixed,w_180,h_180&k=1786537525561427321","Contract of Employment\nStatement of Terms and Conditions\nPlease note: it is up to you as the employer to keep the contract updated with regard to changes to or new legislation\nEmployer’s name:\nEmployee’s name:\nDate of commencement of employment:\nMain place of work: (insert your address)\nJob title: Personal Assistant/Carer\nNormal Working Hours:\nYour hours of work will be\n(Insert number of hours) weekday hours\n(Insert number of hours) weekend hours\n(Insert number of sleepovers if required) sleepover(s)\nYour qualifying days are (M, T, W, T, F, S, S)\nThere is a need for the employee to be flexible and these hours may be changed as required according to the employer’s needs. Under these circumstances, where hours need to be changed or additional hours worked, the employer will give as much notice as possible.\nYou are entitled to an uninterrupted break of 20 minutes when you daily working time is more than six hours. It should be a break in working time and should not be taken at the start, or at the end, of a working day.\nThe maximum amount of time you can be required to work is 48 hours per week and you are entitled to 11 consecutive hours rest in any 24hour period.\nIf your hours of work are regularly between the period of 11pm and 6am you will be offered a free health assessment and will only be required to work a maximum of 7 hours.  Your employer will discuss night time working and current legislation with you in more detail if it is applicable.\nBasis of Employment:\nYour employment is on a (fixed term/permanent, part time/full time) basis.\n(If the contract is on a temporary or fixed term basis you must include an end date when the contract will finish. If the contract is fixed term you should reference what the purpose of it is i.e to complete a particular project)\n(* insert or delete as appropriate)This post is also subject to a satisfactory Disclosure and Barring Service check and references.\nYou may not take up additional employment that is considered to be in any way in conflict with the work you undertake for the employer without the express approval of the employer or their nominee.  Such approval will not be withheld unreasonably but any such employment must not, in the view of the employer conflict with the interests of the employer.\nYou may not, under any circumstances, whether directly or indirectly, undertake any other duties, of whatever kind, during your hours of work for the employer.\nSalary:\nAs an hourly paid employee, your salary will be £(insert weekday hourly rate before NIC or Tax deductions) for weekdays, £(insert weekend hourly rate before National Insurance Contributions and Tax deductions) for weekends and bank holidays, and £(insert rate for sleepover before National Insurance Contributions and Tax deductions) for sleepovers. Your salary is payable (insert either monthly or weekly) and will be paid on (insert date of salary payment. If monthly it could be the third working day of the month or last Friday in the month for example. If weekly insert day of payment) by (insert direct payment into your bank/cheque/cash).\nThe employer will deduct National Insurance and Income Tax as required by law. The employer may also deduct any overpayment of wages or holiday entitlement.\nTime sheets:\nYou will be required to complete a (insert either monthly / weekly depending on payment of salary) signed time sheet and submit this to the employer on (insert day of the month or week giving time to work out wages or send to payroll agency to ensure wages can be paid on the given date).\nHoliday entitlement:\nThe holiday year is from (insert holiday year – usually either 1st January – 31st December or 1st April – 31st March). Your holiday entitlement must be taken during this period. Payment will not be made for any unused holiday and these cannot be taken into the next holiday period.\nThe full amount of your holiday entitlement is (insert number of weeks and days – 5.6 weeks is the minimum legal requirement – the statutory ma","cbCaig84Lyf9LooF","https://ap.wps.com/l/cbCaig84Lyf9LooF","doc",76288,8,"English","# Statement of Terms and Conditions\n## Working Hours and Rest Requirements\n## Basis of Employment\n## Salary and Payment\n## Time Sheets and Holiday Entitlement\n## Duties, Probation, and Attendance","[{\"question\":\"How are normal working hours and sleepovers defined in the contract?\",\"answer\":\"Working hours are set with separate weekday and weekend hour figures, and sleepovers are included if required. The qualifying days list the weekly days covered, and hours may be adjusted with notice based on the employer’s needs.\"},{\"question\":\"What break and maximum work/rest limits apply?\",\"answer\":\"An uninterrupted 20-minute break is entitled to when daily working time exceeds six hours, and it cannot be taken at the start or end of the working day. The maximum required working time is 48 hours per week, with 11 consecutive hours rest in any 24-hour period.\"},{\"question\":\"How are salary, time sheets, and holiday entitlement handled?\",\"answer\":\"Hourly pay is specified for weekdays, weekends/bank holidays, and sleepovers, with deductions for National Insurance and Income Tax as required. Signed time sheets must be submitted monthly or weekly as appropriate. Holiday entitlement follows the stated holiday year, must be taken within that period, and is not paid for unused leave.\"}]","Contract of Employment - Statement of Terms and Conditions - Fixed Hours | DOC"]