13 supported hire inputs14-section buildFrom £7.99

Turn the hiring decisions into a working contract

Enter the employer, employee, role, pay, hours, workplace, leave, notice and protection decisions. Vordex normalises the answers, exposes supported gaps and assembles a transparent UK employment contract first pass.

This page describes the confirmed employment playbook: a fixed 14-section builder, two section states, structured output and a separate route for wording that already exists. It does not claim live legal checking, statutory calculations or a complete written-statement audit.

Build detailed contract · £17.99Build detailed contract£17.99 Start basic contract · £7.99Start basic contract£7.99 Inspect a contract already written

✓Plan, source, intent and contract type continue through sign-in.

✓Missing supported inputs stay visible as warnings or section states.

✓Existing wording follows analysis instead of being silently regenerated.

Live Contract Builder Preview

Open the build process before opening checkout

Move through the preview to see how hire data becomes clause objects, completion signals and a returned draft package. The interface is illustrative; every capability statement is tied to the supplied employment implementation.

EmployerNorthstar Studio Ltd

EmployeeJamie Morgan

RoleProduct Designer

Start date7 September 2026

Salary£48,000 per year, monthly

Hours37.5 hours, Monday to Friday

Place of workLondon office with agreed hybrid days

RestrictionsConfirm and tailor before issue

This preview explains the confirmed field, section, warning and output model. It is not a live editor and does not claim file exports or legal checks that are not confirmed by the employment playbook.

Enter the guided hiring intake Route existing wording to review

Employment Intake Wizard

Five hiring stages feed thirteen stable drafting fields

Each stage shows the canonical field, accepted answer labels, exact fallback, warning behaviour and destination in the first-pass contract. This is the product's real intake boundary, not a generic employment-law checklist.

Stage 01

Identify the employer, employee and role

Create the core employment record before operating or protection wording is assembled.

4 inputs

Employer legal name

employerName

input

employer_nameemployercompany

Fallback
the Employer

Warning or state effect
Employer name is missing.

Draft destination
Parties section

Employee legal name

employeeName

input

employee_nameemployeeworker

Fallback
the Employee

Warning or state effect
Employee name is missing.

Draft destination
Parties section

Job title or role

jobTitle

input

job_titleroleposition

Fallback
the role stated in the employment particulars

Warning or state effect
Job title or role is missing.

Draft destination
Role section

Employment start date

startDate

input

start_datecommencementDatecommencement_date

Fallback
the start date stated in the employment particulars

Warning or state effect
Start date is missing. The current warning builder adds this message twice.

Draft destination
Start Date section

The extractor selects the first usable value from each supported label list. Empty answers receive the disclosed fallback; those fallbacks then control warnings and clause states where the code defines them.

Clause Builder

Four clause rails assemble the fixed employment manifest

The builder produces the same 14-section architecture on every run. Each card shows its real input source, state rule and report effect. The legal-reference matrix makes clear what Vordex uses, what can trigger, what is returned and what remains outside the product.

Foundation rail

Who is being hired and when

These sections are directly controlled by the identity-stage answers.

01Core

Parties

Input sourceEmployer name + employee name

State ruleneeds_input if either name remains a fallback

Returned effectIdentifies both contracting parties in the structured output

02Core

Role

Input sourceJob title

State ruleneeds_input if the role placeholder remains

Returned effectStates the role and a first-pass duties framework

03Core

Start Date

Input sourceStart date

State ruleneeds_input if the start-date placeholder remains

Returned effectRecords commencement and prompts for prior-service continuity

Working rail

How the employment operates day to day

The builder combines supplied operating facts with disclosed standard first-pass wording.

04Operational

Probation

Input sourceProbation answer

State ruleneeds_input if the no-probation fallback remains

Returned effectRecords the assessment position and review purpose

06Operational

Hours of Work

Input sourceWorking-hours answer

State ruleneeds_input if hours remain a placeholder

Returned effectAdds hours plus prompts around flexibility, overtime and rest

07Operational

Place of Work

Input sourceWorkplace answer

State ruleneeds_input if the workplace placeholder remains

Returned effectAdds location and prompts for hybrid, travel or mobility detail

09Operational

Duties and Standards

Input sourceStandard playbook wording

State rulealways returned as draft

Returned effectAdds lawful instructions, care, policy and conflict expectations

10Operational

Confidentiality

Input sourceConfidentiality answer

State ruleneeds_input while the standard fallback remains

Returned effectAdds confidentiality wording with legal and whistleblowing exceptions

Value rail

What is paid, earned and created

These sections capture reward and the standard IP position used by the current playbook.

05Commercial

Pay

Input sourceSalary or pay answer

State ruleneeds_input if the pay placeholder remains

Returned effectAdds salary and prompts for frequency, deductions and variable reward

08Commercial

Holiday

Input sourceHoliday answer

State ruleneeds_input until entitlement is confirmed

Returned effectAdds entitlement and prompts for year, approval, carry-over and exit pay

11Commercial

Intellectual Property

Input sourceStandard playbook wording

State rulealways returned as draft

Returned effectAdds a standard employment-created IP and further-assurance position

Exit rail

What continues, ends or must be confirmed

The final rail connects restrictions, notice and the selected legal system.

12Boilerplate

Restrictive Covenants

Input sourcePost-termination restrictions answer

State ruleneeds_input until restrictions are confirmed and tailored

Returned effectAdds the supplied position plus a proportionality and review warning

13Boilerplate

Termination

Input sourceNotice-period answer

State ruleneeds_input while notice remains unconfirmed

Returned effectAdds notice and prompts for dismissal, PILON, garden leave and survival

14Boilerplate

Governing Law and Jurisdiction

Input sourceNormalised UK jurisdiction

State ruleneeds_input if the choice remains UK unspecified

Returned effectReturns England and Wales, Scotland, NI or an unresolved-law statement

Legal reference → product action map

Every authority is tied to a supported input, trigger, output and limit

These references explain why a field or clause matters. They do not imply that Vordex fetches the source during generation or performs the checks in the boundary column.

Read across each row:
source → input → trigger → result → not checked

Legal referenceEmployment Rights Act 1996, section 1

A written statement must cover prescribed employment particulars. The Vordex draft overlaps with some, but not all, of that required information.

Written particulars — Great Britain

What Vordex reads

Parties, role, start date, pay, hours, place of work and holiday entitlement.

Warning or state trigger

Top-level warnings for missing names, role, start date, pay, hours, workplace and holiday; matching sections can be needs_input.

Returned output

Sections 1, 2, 3, 5, 6, 7 and 8, plus the warning list and section states.

Not checked or guaranteed

No complete section 1 certification, day-one delivery check, continuity calculation or confirmation of every benefit, sick-pay, training, pension, collective or procedure term.

Legal referenceEmployment Rights (Northern Ireland) Order 1996, article 33

Northern Ireland has its own written-statement framework and official guidance uses a different timetable from Great Britain.

Written particulars — Northern Ireland

What Vordex reads

The same 13 employment inputs, with Northern Ireland available as the governing-law selection.

Warning or state trigger

A broad UK choice creates a jurisdiction warning; missing supported particulars create field warnings and needs_input states.

Returned output

A Northern Ireland governing-law clause when selected, together with the supported employment sections.

Not checked or guaranteed

Selecting Northern Ireland does not add NI-only statement fields or confirm the timetable, disciplinary information, pensions, sick pay or collective agreements.

Legal referenceWorking Time Regulations 1998 and official holiday guidance

Working time and statutory leave depend on the real working pattern and current rules, not merely a number typed into a contract.

Hours, rest and paid leave

What Vordex reads

Working-hours text and holiday-entitlement text supplied by the user.

Warning or state trigger

Missing hours and unconfirmed holiday produce warnings; sections 6 and 8 become needs_input while their fallbacks remain.

Returned output

Hours and Holiday sections with prompts around flexibility, overtime, rest, holiday year, carry-over and termination pay.

Not checked or guaranteed

No leave calculation, 48-hour test, rest-break verification, worker-category decision, record-keeping check or holiday-pay validation.

Legal referenceNational Minimum Wage and National Living Wage rules

Minimum rates are age-, status- and date-sensitive and change independently of the wording in a contract.

Current statutory pay floors

What Vordex reads

The salary or pay description entered in the intake.

Warning or state trigger

Only a missing pay value is warned. The playbook has no age, apprentice, hours-worked or accommodation-offset calculation.

Returned output

A Pay section carrying the supplied figure and prompts for frequency, deductions, pensions, bonuses, commission and benefits.

Not checked or guaranteed

No comparison with the current legal minimum, hourly-equivalence calculation or payroll validation.

Legal referenceEmployment Rights Act 1996, section 86

A contractual notice term cannot safely be treated in isolation from statutory minimum notice and length of service.

Statutory minimum notice — Great Britain

What Vordex reads

The notice-period text supplied by the user.

Warning or state trigger

No top-level missing-notice warning exists; the Termination section becomes needs_input while the fallback remains.

Returned output

Section 13 records notice and prompts for summary dismissal, garden leave, pay in lieu and continuing obligations.

Not checked or guaranteed

No statutory-notice calculation, service-length review, wrongful-dismissal analysis or NI notice determination.

Legal referenceProtected-disclosure rules

Confidentiality wording cannot validly prevent a worker from making a protected disclosure.

Whistleblowing cannot be contracted away

What Vordex reads

The user's confidentiality position.

Warning or state trigger

There is no dedicated whistleblowing warning. Confidentiality becomes needs_input only while its default wording remains.

Returned output

Section 10 includes a first-pass exception for disclosure required by law or protected whistleblowing rights.

Not checked or guaranteed

No classification of a disclosure, review of a live NDA, channel analysis or protected-status decision.

Legal referenceCommon-law approach to restrictive covenants

Restrictions require role- and interest-specific proportionality; a non-compete label is not an enforceability conclusion.

Post-termination business protection

What Vordex reads

The proposed restrictive-covenant text or instruction.

Warning or state trigger

The fallback creates a top-level tailoring warning and a needs_input state for section 12.

Returned output

A Restrictive Covenants section carrying the supplied position and calling for necessity and enforceability review.

Not checked or guaranteed

No legitimate-interest identification, scope or duration assessment, seniority comparison or enforcement prediction.

Legal referenceEmployment Rights Act 2025 implementation timetable

Employment reforms commence in stages, so a current contract project can require checks beyond this static playbook.

Staged reforms during 2026 and 2027

What Vordex reads

No reform date, commencement schedule, employee count or policy implementation data.

Warning or state trigger

No Employment Rights Act 2025 warning is generated by the current playbook.

Returned output

No reform-specific section or compliance result; the standard 14-section draft and run context are returned.

Not checked or guaranteed

No live timetable fetch, commencement determination or policy update outside the contract.

Employment Output

Receive the contract, its gaps and the build context together

The endpoint returns a structured first pass and a plain-text rendering. Warning and context data stay attached so polished wording cannot quietly conceal a missing supported answer.

CONTENT

returned

Structured contract record

The draft is returned as a predictable employment-contract object rather than one unlabelled block of prose.

schemaVersion: generator.contract.v1
playbook: employment_contract
title, contract type, jurisdiction and perspective
14 section objects with id, heading, body, type and state

GAPS

returned

Completion report

Warnings and section states show which supported inputs remain unresolved without pretending to be a full legal audit.

warning list calculated before section assembly
draft or needs_input on every section
up to 11 entries from 10 distinct warning conditions
the known duplicated start-date warning remains visible

TRACE

returned

Run context and portable text

The result keeps the assumptions that created the first pass and renders the document into readable plain text.

selected jurisdiction and perspective labels
prompt context and generator metadata
original answer payload
plainText built from the title and all section bodies

Illustrative response shape

Draft data stays inspectable

{
  "status": "draft",
  "jurisdiction": "England and Wales",
  "perspective": "Employer",
  "content": {
    "schemaVersion": "generator.contract.v1",
    "playbook": "employment_contract",
    "sections": [
      {
        "id": "pay",
        "heading": "5. Pay",
        "clauseType": "commercial",
        "status": "draft"
      },
      {
        "id": "restrictive_covenants",
        "heading": "12. Restrictive Covenants",
        "status": "needs_input"
      }
    ]
  },
  "plainText": "Employment Contract Draft…"
}

The overall draft status and an individual section's draft state are not legal approval. They describe the current generator assembly result.

Hiring Scenarios

Use generation where the hire facts are settled enough to build

The generator is strongest for ordinary employment relationships with known core terms. Each scenario separates the supported product move from the point where a wider document or specialist review becomes necessary.

FIRST

The company's first ordinary employee

Good generation fit

The relationship is clearly employment and the core role, pay, hours, workplace, holiday and notice decisions are settled.

What to build

Create a repeatable 14-section baseline rather than copying a contractor agreement or internet precedent.

When to escalate

Escalate status uncertainty, sponsorship, equity, directorship or a highly negotiated reward package.

REPEAT

A standard full-time or part-time hire

Good generation fit

The business needs consistency for an established job family and knows the particulars it wants to record.

What to build

Keep names, role, working pattern and location as distinct inputs so one employee's assumptions do not leak into the next draft.

When to escalate

Check irregular-hours holiday, shifts, collective terms and role-specific statutory rules separately.

HYBRID

A hybrid, remote or multi-site role

Good generation fit

The employment relationship is conventional but the place-of-work position needs clear wording.

What to build

Use the workplace input to create the location section and prompts for remote work, mobility, travel or relocation.

When to escalate

Add tailored expense, equipment, homeworking, monitoring, overseas-working and tax wording where relevant.

A role handling confidential material or creating IP

Good generation fit

The first pass needs confidentiality, IP, notice and post-termination sections in one controlled document.

What to build

Supply the protection positions; Vordex keeps incomplete wording visible instead of silently approving it.

When to escalate

Use specialist review for trade secrets, inventions, regulated data, broad non-competes or critical enforcement.

SCALE

A growing HR team standardising new-hire paperwork

Good generation fit

The organisation wants one stable field map and section order across routine hires.

What to build

Use the 13 supported inputs as an intake checklist and needs_input states as a completion queue.

When to escalate

Align handbooks, privacy notices, bonus plans, disciplinary processes and benefits outside this generator.

EXISTING

A recruiter draft, precedent or employee mark-up already exists

Good generation fit

Generation is no longer the primary job because wording is already on the table.

What to build

Switch to the separate analysis intent rather than disguising an existing-document task as a new build.

When to escalate

Use legal review for live disputes, threatened exits, executive terms, TUPE, collective issues or litigation risk.

Start with the settled hire facts Examine an existing employment document

Generation Limitations

Know exactly where the fixed first pass stops

The limitations are part of the product specification. They prevent a missing feature, static legal reference or completion label from being mistaken for a legal conclusion.

Boundary

Employment status is not decided

Confirmed product truth

Selecting employment_contract and naming an employee does not prove the real relationship is employee rather than worker, casual or self-employed.

Practical next step

Resolve status from the working reality before relying on the draft.

Open the status and IR35 route

Boundary

The 13 inputs are not a complete written statement

Confirmed product truth

The model captures core particulars but has no dedicated fields for every benefit, sick-pay, pension, training, collective, fixed-term, grievance or disciplinary requirement.

Practical next step

Compare the contract and connected policies with current jurisdiction-specific written-statement requirements.

Boundary

Statutory figures are not calculated

Confirmed product truth

Pay, hours, holiday and notice are recorded as supplied text. The code has no age, service, leave-pattern, payroll or minimum-rate calculator.

Practical next step

Verify minimum wage, statutory leave, notice and other figures using current official tools and actual worker data.

Boundary

No live law or guidance fetch occurs

Confirmed product truth

The playbook is deterministic and does not retrieve legislation, GOV.UK, Acas or reform timetables during generation.

Practical next step

Treat official links as external verification points, not evidence of an automated live compliance check.

Boundary

Perspective is context, not clause branching

Confirmed product truth

Employer, Employee and Neutral are stored and a perspective note enters prompt context, but the 14 clause bodies do not branch by perspective.

Practical next step

Review whether the fixed first pass reflects the intended negotiating position.

Boundary

Special terms are retained but not built

Confirmed product truth

specialTerms is normalised and retained in the original answer payload, but is absent from prompt context and has no standalone section.

Practical next step

Draft material exceptions separately rather than assuming the open-text answer changed the contract.

Boundary

Some gaps have states but no warning

Confirmed product truth

Probation, notice and confidentiality can be needs_input without appearing in the warning list; Duties and Standards and IP are always marked draft.

Practical next step

Review both warnings and all 14 section states; neither is a legal approval signal.

Boundary

The start-date warning is duplicated

Confirmed product truth

The warning builder performs the same missing-start-date check twice, so one missing answer can create two identical entries.

Practical next step

Count distinct issues rather than treating the raw entry total as a risk score.

Boundary

Complex hires need a wider architecture

Confirmed product truth

There is no dedicated module for fixed-term end dates, equity, change of control, director duties, sponsorship, TUPE, collective terms, severance or regulated-role schedules.

Practical next step

Use specialist drafting or review where those facts materially change the bargain.

See the senior executive review route

Official verification points — not live generator inputs

Vordex does not fetch these pages during the current deterministic build. Use them to verify time-sensitive requirements, statutory figures and jurisdiction-specific rules before issue.

Employment Rights Act 1996 — written particulars Northern Ireland written statement guidance Working Time Regulations 1998 Current minimum wage rates Employment Rights Act 1996 — minimum notice GOV.UK whistleblowing guidance Acas restrictive-covenant guidance Employment Rights Act 2025 timetable

Pricing

Select the employment build route before sign-in

Both actions preserve the employment contract type, source page and generation intent. The selected plan key is carried into authentication without claiming a different clause inventory that the supplied playbook does not expose.

Basic generation ticket

£7.99

basic route

Basic Employment Contract Build

Begin the lower-priced generation route for a new deterministic first pass.

Plan key: generate_basic_gbp_799
Auth intent: generate
Contract type: employment_contract
Source: employment-contract-generator
Session values stored before authentication

Start the Basic employment build · £7.99

Detailed generation ticket

£17.99

primary route

Detailed Employment Contract Build

Use the page's primary generation route and carry the Full plan key into the same employment-contract journey.

Plan key: generate_full_gbp_1799
Auth intent: generate
Contract type: employment_contract
Source: employment-contract-generator
Session values stored before authentication

Build the Detailed employment contract · £17.99

Plan disclosure. The playbook receives the selected plan ID through generation context, but the supplied 14-section builder and warning function do not branch by plan. This page preserves both purchase routes without inventing plan-specific legal checks, clauses, exports or approval.

FAQ

Product answers grounded in the employment implementation

These answers cover supported intake, clause building, warnings, output, plan routing and limits without unsupported claims about live compliance, file formats or legal approval.

What does the Employment Contract Generator create?

A deterministic 14-section first-pass employment contract. The return package includes structured section objects, draft or needs_input states, warnings, jurisdiction, perspective, metadata, original answers and plain text.

Which employment details does Vordex understand?

Thirteen fields: employer name, employee name, job title, start date, salary, working hours, probation, notice, place of work, holidays, confidentiality, restrictive covenants and special terms.

Which details create top-level warnings?

Unspecified jurisdiction, missing employer, employee, pay, start date, role, hours or place, and unconfirmed holiday or restrictions. The missing-start-date check currently appears twice.

Can a clause need input without a warning?

Yes. Probation, notice and confidentiality can be needs_input without a matching top-level warning. Special terms have neither a warning nor a standalone section.

Does it check every required written particular?

No. It captures several core particulars but is not a complete statutory written-statement checklist. Matters such as sick pay, pensions, benefits, training, collective agreements and procedures may require separate confirmation.

Does it calculate minimum wage, holiday or statutory notice?

No. Vordex records supplied pay, hours, holiday and notice text. It has no age, service, working-pattern, hourly-rate, leave-accrual or notice calculator and does not validate figures against live rates.

What does Employer, Employee or Neutral perspective change?

The choice is stored and adds a perspective note to prompt context. The current deterministic builder does not rewrite the 14 clause bodies by perspective.

Which UK jurisdictions are supported?

England and Wales, Scotland and Northern Ireland have their own governing-law wording. Broad UK wording remains unresolved, creates a warning and leaves section 14 needing input. Wales maps to England and Wales.

What happens to special terms?

specialTerms is normalised and remains in the original answer payload, but is not included in prompt context and does not create a Special Terms section.

Does Vordex fetch current employment law while generating?

No live legal or regulatory fetch appears in the supplied playbook. Official links on this page are verification points, not evidence that a generation run queried them.

What is the difference between draft and needs_input?

Draft means the section did not match its defined fallback condition. needs_input means a fallback or unresolved jurisdiction still controls it. Neither confirms compliance, accuracy or enforceability.

What do the £7.99 and £17.99 actions change?

Basic carries generate_basic_gbp_799 and Detailed carries generate_full_gbp_1799. Both preserve intent=generate, the source slug and employment_contract type. The supplied builder does not expose a different section inventory by plan.

When should I review an existing contract instead?

When a precedent, recruiter draft, employee mark-up or signed document already exists. The analysis action switches the intent to analyse, keeps the employment type and source, and removes the generation plan.

When should the first pass go to specialist review?

For status uncertainty, fixed-term structures, executives, equity, variable reward, sponsorship, TUPE, collective terms, regulated roles, cross-border work, critical IP, sensitive restrictions or live exits.

Move the hire into drafting

Build the employment contract from decisions you can defend

Choose a generation route, complete the supported intake, review every warning and needs_input section, then verify the statutory and role-specific points outside the fixed first pass.