Contracts and documents, compliant in a day
When you join, we write an updated contract for every employee, with the disciplinary and grievance procedures it points to, ready for you to read and send for e-signature within one working day of finishing your set-up. Then we keep every document up to date as the law changes.
- Within one working day
- Contracts ready for you to read and send
- Your second month
- Your full staff handbook
- Cost
- Included in your plan
Pay yearly and your full handbook comes straight away too. All names in the app previews are made up for the demo.
Compliant in a day
- Templates pickedEngland, hospitality, 5 roles
- Legal checks passedMinimum wage, 5.6 weeks’ holiday, notice
- Checked by Rachel, your HR expertMon 11 Jan, 16:20
- 4Sent for e-signature5 of 6 staff signed
In your pack
- Contracts and written statements6
- Disciplinary and grievance2
- Trade union statement1
All names are made up for the demo.
What happens when you join
Every employee needs a written statement of their main terms: pay, hours, holiday, sick pay, notice and where they work. It’s the document everything else hangs on, and your disciplinary and grievance rules must be in it or in a document it points to. So that’s what goes out first.
-
Before your first day
Tell us about your team
A short form: where you are, what you do, your roles and shifts, how pay works, and any licences or cards your staff need. Type your staff in or upload a spreadsheet.
-
We pick the templates
Approved templates for your nation, your industry and each person’s type of contract, with the options you choose, such as a 3 or 6-month probation.
-
The legal checks run
Nothing goes out with pay under the minimum wage, less than 5.6 weeks’ paid holiday a year, or notice shorter than the legal minimum.
-
Your HR expert checks anything flagged
Anything the checks flag goes to your named HR expert before it’s sent. You meet them on your set-up call.
-
When you press send
Your staff sign online
Each employee gets their documents to read and sign on their phone. You see who has signed and who hasn’t.
In your first pack
- A contract and written statement for every employee
- Your disciplinary and grievance procedures
- The government’s statement on the right to join a trade union, which new starters must get from 1 January 2027 (what it is)
In your second month
Your full staff handbook and the other policies, such as sickness, holiday, family leave, flexible working, harassment, speaking up and data protection. If you pay yearly, they come straight away too.
Switching from another HR provider? Upload your current contracts and handbook when you join, and we compare them with our templates. How switching works
Approved templates, never written from scratch
Mirith, our assistant, fills in approved templates and switches on the right clauses. It never writes contract terms from scratch. Each template is built in four layers:
- Fixed wording, the same for every client, such as the legal minimum notice. It only changes through the law-change steps further down this page.
- Your details: name, job title, start date, pay, hours and place of work, filled in from one record. To fix one, you correct the record and the document refreshes.
- Your choices, picked once, each with approved wording: a 3 or 6-month probation, company sick pay or Statutory Sick Pay only, and notice above the legal minimum.
- Rules by nation and industry that switch on by themselves: Scots law for staff in Scotland, a tips clause in hospitality, zero-hours terms for casual workers.
Anything the templates don’t cover, such as a non-compete clause, goes to our employment solicitor case by case, and we’ll tell you before any work starts if there’s a fee.
Three checks before anything goes out
The app blocks any contract that falls below the legal minimum on:
- Minimum wage for the person’s age. Since 1 April 2026 it’s £12.71 an hour from age 21, £10.85 at 18 to 20, and £8.00 for under-18s and apprentices.
- Paid holiday of 5.6 weeks a year, pro rata for part-time staff. Staff with irregular hours, or who work part of the year, build up 12.07% of the hours they work.
- Notice: at least 1 week after a month’s service, then 1 week for each full year, up to 12 weeks. A contract can give more, never less.
When the minimum wage goes up, Mirith drafts the pay rise letters for everyone affected, for you to approve.
Right for your nation, your industry and each contract
Employment law is the same across England, Scotland and Wales on almost every point. Where it differs, the right clauses follow the nation each person works in, so one business can have staff in Scotland and in England or Wales.
What changes in Scotland
- The law that applies: Scots law, not the law of England and Wales.
- Bank holidays: 9 days, including 2 January and St Andrew’s Day but not Easter Monday. England and Wales have 8, including Easter Monday.
- Clinic staff who work with children or vulnerable adults: checked against the barred lists through membership of the Protecting Vulnerable Groups (PVG) scheme in Scotland, or an enhanced Disclosure and Barring Service (DBS) check in England and Wales.
By type of contract
- Full-time or part-time, with part-time pay, holiday and benefits pro rata.
- Fixed-term, with the end date and the reason, on the same pay and conditions as permanent staff unless there’s a good reason not to be.
- Zero-hours or casual, with no clause stopping work elsewhere and the same holiday and minimum wage rights as other staff.
- Apprentices and under-18s, with an apprenticeship agreement, the apprentice rate, and the limits on young workers’ hours.
- Night workers, with a free health assessment offered before night work starts.
- Self-employed contractors, once your HR expert has checked they really are self-employed.
By industry
- Hospitality: a tips policy, tips passed on in full by the end of the following month, and tip records kept for 3 years.
- Shops: the Sunday working notice, which tells shop staff in writing within 2 months of starting that they can opt out of Sunday work, and till shortages deducted only if the contract allows, at most 10% of gross pay on each pay day.
- Salons: your HR expert checks whether self-employed and chair-renting stylists count as employees before any agreement goes out.
- Clinics: professional registration checked on the regulator’s register, such as the Health and Care Professions Council’s.
- Offices: a homeworking policy, and a monitoring policy and notice to staff if you monitor email, phones or CCTV.
- Trades: a CSCS card register with expiry reminders, a drug and alcohol testing policy for safety-critical work, with the worker’s consent, and right-to-work checks for individual subcontractors.
- Staff who drive for work: driving licence checks, with the driver’s consent, and a driving-for-work policy.
Care homes, home care, childcare, security, farming, haulage and financial services have extra rules we’re still building in, so book a call first. Sponsoring a worker on a visa needs a regulated immigration adviser, so your HR expert refers that part out. We still run their right-to-work check.
Every document you’re likely to need
You make the final call; we do everything else. Routine letters, like a pay rise, Mirith drafts and you approve. Anything that could affect someone’s job, pay or rights, your HR expert checks before it reaches you or your staff.
Starting work
Job descriptions, offer letters, contracts, worker, apprenticeship and contractor agreements, right-to-work records, privacy notices and pension letters.
Staff handbook
Your disciplinary and grievance procedures, plus policies on sickness, holiday, family leave, flexible working, harassment, speaking up, data protection, social media and expenses.
Pay, hours and changes
Pay rise letters, agreed changes to hours or role, proposals to change terms with a record of the consultation, 48-hour opt-outs and deduction agreements.
Leave and family
Holiday refusals and shutdown notices, letters for maternity, paternity, adoption, shared parental, neonatal care, parental, carer’s and parental bereavement leave, and flexible working decisions.
Sickness and health
Absence records, return-to-work forms, welfare meeting letters, consent to a medical report, reasonable adjustments and pregnancy risk assessments.
Conduct and performance
Probation reviews, investigation and hearing letters, warnings, dismissal letters, appeals and performance improvement plans.
Grievances and speaking up
Grievance letters, harassment complaints, a harassment risk assessment, an anonymous staff survey and a notice telling customers how staff must be treated.
Leaving
Resignation acknowledgements, final pay statements, exit checklists, references and redundancy letters.
Records
Holiday and minimum wage records, the right-to-work register, training records, and a record of who received each policy and when.
Settlement agreements cost extra: our employment solicitor will draft and check each one for £395 + VAT at 20% (£474 including VAT). When you’d use one
Signed online, and yours to keep
Staff read and sign on their phone, in the app or in a phone browser. Each signature is stored with its audit trail: who signed what, and when.
- You see who has signed each contract and who has read each policy.
- We record which version of each policy every person received, and when they confirmed reading it.
- When a document changes, staff get a prompt to sign the new version.
- Everything we issue can be downloaded as PDFs, even after you leave: signed contracts, your handbook and policies as issued, letters and records.
You’d need them at a tribunal, and the law expects you to keep some records for years. Editing, law-change updates and your HR expert’s checks end with your subscription.
Contracts7 of 7 signed
Staff handbook6 of 7 read
All names are made up for the demo.
When the law changes, your documents change once
Every template has a version number and the date it takes effect, and every document we issue records which version it came from. So when the law changes, we know exactly who needs a new copy.
-
We spot the change
We check gov.uk, Acas, new legislation, HMRC rates and our employment solicitor’s updates every week.
-
Our HR experts work out what it touches
Which templates, policies and calculations change, and which businesses it affects, by nation, industry and size.
-
Our employment solicitor will sign off the wording
The template changes once, with a new version and the date it takes effect.
-
Your documents update before the change starts
Rates such as the minimum wage switch on the day they change. The app tells you what’s changing, what it means for you and what to do by when.
-
Staff sign again where they need to
Everyone affected gets the updated documents to sign, with reminders until they all have. You see who still needs to.
Changes coming up
- 1 January 2027: new starters must get the statement on the right to join a trade union with their written statement. Staff already with you need it by 5 April 2027.
- Expected from January 2027: dismissing someone because they won’t accept a change to their pay, hours, leave or pension becomes automatically unfair in most cases, so we run contract changes by agreement.
- Date to be set: guaranteed hours, shift notice and pay for cancelled shifts for zero-hours and low-hours staff. Their terms update before the rules start.
Questions
I’m switching from another HR provider. What happens to my contracts?
Upload your current contracts and handbook when you join. We compare them with our templates, then your updated contracts are ready for you to read and send to every employee to sign. We also work out your notice deadline with your current provider and write the cancellation letter. Switchers pay their first month, then get the next 3 months free. How switching works
Do my staff need to download the app?
No. They can read and sign everything on their phone, in the app or in a phone browser.
Can Mirith write a clause I need?
No. Mirith only fills in approved templates and never writes legal wording. If you need something the templates don’t cover, such as a non-compete clause, it goes to our employment solicitor case by case, and we’ll tell you before any work starts if there’s a fee.
Can I have staff in Scotland and in England?
Yes. Each person’s documents follow the nation where they work, so one business can have staff in England, Scotland and Wales. Their contract says which law applies, and their bank holidays follow their nation.
Is a health and safety policy included?
Once you have 5 or more staff, you need a written health and safety policy. It’s part of the optional health and safety add-on from summer 2027. Until then, or if you don’t take the add-on, Mirith flags the duty when you reach 5 staff and links you to the Health and Safety Executive’s free template.
What happens to my documents if I leave?
They stay yours. Signed contracts, your handbook and policies as issued, letters and records can all be downloaded as PDFs, even after you leave. Editing and law-change updates end with your subscription.
Sources
- Written statement of employment particulars, gov.uk
- National Minimum Wage and National Living Wage rates, gov.uk
- Holiday pay and entitlement reforms, gov.uk
- Statutory notice periods, gov.uk
- Bank holidays, gov.uk
- Sunday working, gov.uk
- The statement on the right to join a trade union, business.gov.uk
Checked against the law on 8 October 2026. General information, not legal advice.
Your HR team, from January 2027.
Start with the free checklist. Reserve your founding price, and we set you up in January. It’s refundable until launch.
Not ready yet? Get the free 1 January 2027 checklist.