Employment Contract Template for Retail Businesses (UK 2025)
Last updated: February 2025
Why Retail Businesses Need a Employment Contract
Retail employment contracts must balance the business need for flexible scheduling with employee rights, covering Saturday and Sunday working obligations, late-night shopping hours, and seasonal peak periods. The sector has specific requirements around cash handling, till shortage procedures, stock management responsibilities, and customer-facing conduct standards. With the shift toward omnichannel retail, contracts increasingly need to cover both shop floor and online fulfilment duties within the same role. Clear gross misconduct definitions around theft and stock loss are essential given access to valuable inventory.
Key Clauses for Retail
- Flexible shift patterns including mandatory weekend working
- Cash handling responsibilities and till shortage procedures
- Staff discount terms, conditions, and misuse consequences
- Sunday working obligations and opt-out rights information
Common Mistakes
- Not complying with Sunday trading opt-out rights for shop workers in England and Wales under the Employment Rights Act 1996
- Omitting clear procedures for stock loss and till shortages, leaving the business without recourse
Template Sections
- Working hours and shift flexibility clause
- Staff discount and purchase policy schedule
- Cash handling and security procedures
FAQ
Can I require retail employees to work every Sunday?
Shop workers in England and Wales who were not hired specifically for Sunday work have the statutory right to opt out by giving three months written notice under the Employment Rights Act 1996. Your contract should clearly state whether Sunday working is required, and you must not dismiss or disadvantage an employee for exercising their opt-out right. Workers hired exclusively for Sunday roles cannot opt out.
What should a retail employment contract include about staff discounts?
Include a clear staff discount clause covering the discount percentage, eligibility conditions such as probation completion, that the discount is for personal use only and not for resale, consequences of misuse including potential gross misconduct, and that the discount is a discretionary benefit which can be modified or withdrawn. This protects against abuse while providing a valued staff benefit.
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Get Started FreeThis is guidance for UK businesses, not legal advice. Templates are illustrative. Consult a solicitor for complex matters.
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