Why you can rely on what we tell you.
Every document is checked by an independent Examiner before it reaches you. Here's exactly how that works, the 13 statutory checks in full, and how we keep your data safe — with nothing hidden.
One AI writes it. A second, independent AI checks it.
A single AI can be confidently wrong. So nothing it writes reaches you unchecked — a separate Examiner, with its own instructions, has to pass it first.
The fail-closed principle
If a document fails examination, it never reaches you. The system fails safe, not silent — you're told what went wrong and it's fixed before you ever see it.
Every check, in full — with the law behind it.
Each employment contract is tested against all 13 before it's approved. Tap any receipt to read the statute in plain English.
Names of the employer and the employee
Employment Rights Act 1996, section 1(3)The written statement must name who's employing whom — you and your new employee, in full.
Read the official guidanceStart date and continuous-employment date
Employment Rights Act 1996, section 1(3)When the job starts, and the date their continuous employment counts from — this decides many later rights.
Read the official guidancePay: amount, how it's worked out, and when it's paid
Employment Rights Act 1996, section 1(4)(a)The rate of pay, how it's calculated, and whether it's paid weekly or monthly — all set out clearly.
Read the official guidancePaid at or above the National Minimum Wage
National Minimum Wage Act 1998The rate is checked against the legal minimum for your employee's age — it can never fall below it.
Read the official guidanceHours of work, including any variable hours
Employment Rights Act 1996, section 1(4)(c)The days and hours they'll work — and whether those hours or days can vary, and how.
Read the official guidanceHoliday entitlement — at least 5.6 weeks
Working Time Regulations 1998, regulation 13Every worker is entitled to at least 5.6 weeks' paid holiday a year. We check the clause meets it.
Read the official guidanceJob title or a short description of the work
Employment Rights Act 1996, section 1(4)(f)What the job actually is — a title, or a brief description of the work they'll do.
Read the official guidancePlace of work, and any travel between sites
Employment Rights Act 1996, section 1(4)(h)Where they'll be based, and whether they'll be asked to work at more than one place.
Read the official guidanceNotice periods for both sides
Employment Rights Act 1996, section 86There's a legal minimum notice each side must give, and it grows with length of service. We check both.
Read the official guidanceSick pay and sick-leave terms
Employment Rights Act 1996, section 1(4)(d)(ii)What happens if they're off sick, including any entitlement to statutory sick pay.
Read the official guidancePension and auto-enrolment arrangements
Pensions Act 2008 — auto-enrolmentMost employees must be enrolled in a workplace pension. The contract must set out the arrangement.
Read the official guidanceProbationary period, including its length and terms
Employment Rights Act 1996, section 1(4) (from April 2020)If there's a probation period, its length and conditions must be written down from day one.
Read the official guidanceDisciplinary and grievance procedures
Employment Rights Act 1996, section 3How concerns are raised and handled on both sides — the contract must point to a clear process.
Read the official guidanceYour records, kept in the UK and kept safe.
Right-to-work documents and contracts are sensitive. We hold them the way the law expects — and no more loosely.
UK-region hosting
Your data is stored and processed on servers in the United Kingdom — it doesn't leave the region.
Encrypted, at rest and in transit
Everything is encrypted while it's stored and while it moves — so it's unreadable if intercepted.
Row-level security
Access is enforced record by record. Your business only ever sees its own data — never anyone else's.
What we are not.
Trust is built on knowing our limits as clearly as our strengths. Here's where FirstEmployer stops — and where you should reach for a person, not a platform.
We are not legal advice
We provide guidance and generate documents based on current UK employment law. That isn't the same as a solicitor advising on your specific situation — and we never pretend it is.
We are not your representative
If a dispute could reach an employment tribunal — a contested dismissal, a discrimination claim — you need someone acting for you. We'll tell you plainly, and point you to professional help.
We are not silent about it
When a question is beyond us, the assistant says so rather than guessing. Knowing when to stop is part of getting it right — and part of keeping you safe.
Compliance you can actually trust.
Checked documents, safe data, and honesty about the limits. Try it free for 7 days.
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