as fuck , but it actually does work <| sep |> My thoughts on each section of your contract 1 I can see it ' s been longer than a year since the contract was provided you . This is a breach of s . 1 of the Employment Rights Act , which requires you to receive written particulars of employment within the first 8 weeks of employment . It ' s likely that the employment contract has already been agreed in a series of nonverbal , unspoken assumptions . If there is anything in this contract that is new to you , you might want to ask them why this is only now being shown to you . 2 Noncontentious 3 Noncontentious 4 Your pay is as has been commented close to the national minimum wage so even though the employer doesn ' t wish to remunerate you further , they risk paying you below the NMW if you do any overtime . In addition to this , the NMW is going up to 7 . 50 next April so expect a pay rise . 5 The Working Time Regulations WTR place a limit of 48 hours per week and you would need to expressly opt out i . e . by agreeing to this contract , but best practice would be by a separate agreement . You can opt back in at any point if those extra 2 hours are killing you . and it would be considered automatically unfair dismissal for your employer to sack you as a result of doing so . Please note that you can only opt out of the hours requirements of the WTR . There are rest requirements i . e . 11 hours between shifts in every 24 hour period which your employer MUST give you . You can find more details of these on the ACAS website compare them to your rota or whatever once you receive it 1373 We may not pay you for unrecorded hours technically may bring them into conflict with the NMW , however they could also discipline you for a failure to record your hours so err on the side of caution with this . 6 There is no general common law right to lay off workers without pay , but if you sign this contract then unfortunately they are legally entitled to do this . It depends on how much you want the job , I ' m afraid . 7 They have provided you with the statutory minimum amount of holidays . The notice periods and lack of carryover from one year to the next are a bit crap but at least in the case of the latter they confirm the generally accepted position in law , i . e . if you are off for substantial sick or parental leave etc you do get to carry over anything you ' ve accrued . All in all , fairly standard . 8 Minimum statutory sick pay and fairly standard accompanying provisions . 9 Minimum statutory notice period . 10 These procedures do not form part of your contract of employment cases have raged back and forth on this issue but my advice to you would be to post here or better yet phone ACAS at the first sign of trouble . 11 Noncontentious 12 Noncontentious 13 I hate these kind of clauses as it puts financial pressure on employees to stay in employments that aren ' t working out for them but , hey , you might just need to sign up for this . 14 Get a copy of this and keep it somewhere safe same too of any grievancedisciplinary procedure . 15 Noncontentious . 16 Ordinarily , a unilateral change to your contract by your employer without your consent is a breach of contract , but signing the contract will give them the right to make changes . The major stuff pay , working hours is subject to your reasonable consent , so I foresee legal difficulties if they do intend to make changes down the line . Also , they can pretty much just fire you within the first 2 years of employment if you don ' t agree with the changes . Basically , take advice at the earliest opportunity if they express an intention to change anything . Let me know if you have any further questions . EDIT Added more stuff in section 1 7 .