Bartender / Bar Staff Contract (UK)
EMPLOYMENT CONTRACT — BAR STAFF
This Contract of Employment (the "Contract") is made on [Contract Date] between:
(1) [Employer Name] of [Employer Address], [Employer City], [Employer Postcode], contact: [Employer Contact] (the "Employer"); and
(2) [Employee Name] of [Employee Address], [Employee City], [Employee Postcode], date of birth [Employee Date Of Birth] (the "Employee").
This Contract constitutes a statement of the principal written particulars of employment required under section 1 of the Employment Rights Act 1996.
1. EMPLOYMENT
The Employer agrees to employ the Employee and the Employee agrees to work for the Employer as [Job Title] at [Work Location] from [Start Date].
Continuous Service: For the purposes of statutory employment rights under the Employment Rights Act 1996, the Employee's period of continuous employment begins on [Start Date]. No employment with a previous employer counts towards this period.
Probationary Period: The first [Probation Period Months] months of employment shall be a probationary period. During this period, the Employer may terminate employment with one week's written notice and the Employee may resign with one week's written notice. At the end of the probationary period, and subject to a satisfactory review, the Employee's employment will be confirmed.
2. DUTIES AND RESPONSIBILITIES
As [Job Title], the Employee's duties shall include but are not limited to:
(a) preparing and serving alcoholic and non-alcoholic beverages to customers in accordance with the establishment's standards and the requirements of the Licensing Act 2003;
(b) maintaining a clean, safe, and hygienic bar area in accordance with health and safety legislation, including the Health and Safety at Work etc. Act 1974, the Management of Health and Safety at Work Regulations 1999, and the Food Safety Act 1990 (as applicable);
(c) complying with the Licensing Act 2003 and all conditions attached to the premises licence, including not serving alcohol to persons under the age of 18, not serving alcohol to persons who are drunk, and complying with the Challenge 25 age-verification policy of the Employer;
(d) handling cash, card payments, and the till accurately and in accordance with the Employer's cash-handling procedures;
(e) following the reasonable and lawful instructions of the Designated Premises Supervisor ([DPS Contactable]) and the Employer's management team at all times;
(f) attending training sessions as required by the Employer, including licensing law training, food hygiene training, and first aid training;
(g) carrying out any other reasonable duties assigned by the Employer from time to time.
3. HOURS OF WORK
The Employee's contracted hours are [Hours Per Week] hours per week. Specific shift patterns will be communicated by the Employer in advance.
Rest Breaks: The Employee is entitled to a rest break of at least 20 minutes when working more than 6 hours in any shift, in accordance with Regulation 12 of the Working Time Regulations 1998.
4. PAY
The Employee will be paid at a rate of £[Pay Rate] per hour. Pay will be made [Pay Frequency] by bank transfer (BACS) into the Employee's nominated bank account.
The hourly rate is at or above the applicable National Living Wage or National Minimum Wage rate in accordance with the National Minimum Wage Act 1998 and the National Minimum Wage Regulations 2015 (as amended). If the statutory minimum wage rate increases during the term of this Contract, the Employee's pay shall be increased accordingly.
Overtime: Where the Employee works hours in excess of the contracted hours at the request of the Employer, those additional hours will be compensated at [Overtime Rate].
Income Tax and National Insurance: The Employer will deduct Income Tax and Employee's National Insurance Contributions from the Employee's pay under PAYE in accordance with HMRC requirements.
Payslips: The Employer will provide the Employee with a written itemised payslip on each pay date as required by section 8 of the Employment Rights Act 1996.
5. TIPS AND GRATUITIES
Tips Policy: [Tips Policy].
Compliance with Employment (Allocation of Tips) Act 2023: The Employer complies with its obligations under the Employment (Allocation of Tips) Act 2023 (in force from 1 October 2024) to pass 100% of qualifying tips, gratuities, and service charges to workers fairly and transparently, without retaining any portion for the employer. The Employer's written tipping policy is available to all employees on request.
Tips and the National Minimum Wage: Tips, gratuities, and service charges do not count towards the National Minimum Wage or the National Living Wage in accordance with the National Minimum Wage Regulations 2015. The Employee's base hourly rate of £[Pay Rate] meets or exceeds the applicable statutory minimum independently of any tips received.
6. HOLIDAY AND HOLIDAY PAY
The Employee is entitled to [Annual Leave Weeks] days' paid annual leave in each holiday year (running from [Start Date] and annually thereafter). This entitlement includes bank and public holidays in England.
Statutory Entitlement: This entitlement meets the statutory minimum of 5.6 weeks per year under the Working Time Regulations 1998. Holiday pay shall be calculated on the basis of the Employee's average weekly earnings over the preceding 52 weeks in accordance with the Working Time Regulations 1998 (as amended by the Employment Rights Act 1996 and subsequent case law including Bear Scotland Ltd v Fulton [2015]).
Accrual: Statutory holiday entitlement accrues from the first day of employment. During the probationary period, the Employee must give at least twice as many days' notice as the holiday they wish to take.
On termination, the Employee shall be entitled to payment in lieu of accrued but untaken holiday calculated on a pro-rata basis.
7. LICENSING ACT 2003 OBLIGATIONS
The Employee acknowledges that all sale and supply of alcohol at the premises is conducted under the premises licence granted under section 11 of the Licensing Act 2003, and that the Employer's Designated Premises Supervisor is [DPS Contactable].
The Employee must at all times: (a) comply with all conditions of the premises licence; (b) refuse to serve alcohol to any person under the age of 18 — selling or attempting to sell alcohol to a minor is a criminal offence under section 147 of the Licensing Act 2003; (c) refuse to serve alcohol to any person who is drunk (section 141, Licensing Act 2003); (d) apply the Employer's age-verification scheme (Challenge 25 or equivalent) and refuse service to anyone who cannot provide acceptable proof of age; (e) report any breach of the licensing conditions to the DPS or management immediately.
The Employee understands that a breach of the Licensing Act 2003 may result in criminal prosecution of the Employee and/or the Employer, review or revocation of the premises licence, and summary dismissal.
8. NOTICE PERIODS
Resignation: The Employee must give the Employer at least [Employee Notice Period] written notice to terminate this Contract.
Dismissal: The Employer must give the Employee [Employer Notice Period] written notice to terminate this Contract, subject always to the Employee's statutory minimum notice entitlement under section 86 of the Employment Rights Act 1996 (one week for each complete year of continuous employment, up to a maximum of 12 weeks).
Summary Dismissal: The Employer reserves the right to terminate this Contract with immediate effect and without notice or payment in lieu of notice in cases of gross misconduct. For bar staff, gross misconduct includes but is not limited to: selling alcohol to a person under 18, serving alcohol to a visibly drunk person, theft from the till or from customers, or any criminal conduct on the premises.
9. DISCIPLINARY AND GRIEVANCE PROCEDURES
The Employer's disciplinary and grievance procedures are set out in the Employee Handbook, a copy of which will be provided to the Employee on commencement of employment. The Employer's disciplinary procedures are not contractually binding on the Employer except to the extent required by the ACAS Code of Practice on Disciplinary and Grievance Procedures.
The Employee has the right to be accompanied at any formal disciplinary or grievance hearing by a trade union representative or a fellow worker, in accordance with section 10 of the Employment Relations Act 1999.
10. THIRD PARTIES
This Contract does not confer any right on any third party under the Contracts (Rights of Third Parties) Act 1999. Only the Employer and the Employee have any right to enforce the terms of this Contract.
11. GOVERNING LAW
This Contract is governed by and shall be construed in accordance with the laws of England and Wales. Any dispute arising from or in connection with this Contract shall be subject to the jurisdiction of the Employment Tribunal or the courts of England and Wales, as appropriate.
Rights on Termination: Termination of this Contract shall not affect any accrued rights or obligations of either party, including the Employee's entitlement to any accrued but unpaid wages or holiday pay.
Signed for and on behalf of {{employerName}}
________________
Signature
Signed by the Employee: {{employeeName}}
________________
Signature
What Is a Bartender / Bar Staff Contract (UK)?
A Bartender / Bar Staff Contract in the United Kingdom sets the job duties, pay, hours, leave, and notice terms that bind employer and employee, and is shaped by the Employment Rights Act 1996.
The Licensing Act 2003 is the primary legislation governing the sale and supply of alcohol in England and Wales. Every premises that sells alcohol must hold a premises licence granted by the local licensing authority, and every premises licence must have a Designated Premises Supervisor (DPS) — a named personal licence holder responsible for the day-to-day management of the licensed activities. Bar staff employment contracts must clearly set out the employee's obligations under the licence, including the obligation to refuse service to persons under 18 (section 147), to refuse to serve drunk customers (section 141), and to comply with all conditions of the premises licence. Selling alcohol to a minor is a criminal offence carrying a fine of up to £5,000 on summary conviction.
The Employment (Allocation of Tips) Act 2023, which came into force on 1 October 2024, transformed the law on tips and gratuities in the UK hospitality sector. Before the Act, employers could lawfully retain a portion of tips processed through their payment systems. The Act now requires employers to pass 100% of qualifying tips to workers by the end of the following month, maintain a written tipping policy, and keep records of tip allocations for three years. A well-drafted bar staff contract incorporates the tipping policy by reference and makes clear that tips do not count towards the National Minimum Wage.
The National Minimum Wage Act 1998 and the National Minimum Wage Regulations 2015 require that every worker is paid at least the applicable statutory minimum. From April 2026, the National Living Wage for workers aged 21 and over is £12.71 per hour. Crucially, tips and gratuities cannot be used to satisfy the NMW obligation — the base hourly rate must independently meet the statutory floor. Bar staff contracts must therefore state a base hourly rate that complies with NMW requirements.
The Working Time Regulations 1998 entitle all workers to minimum rest breaks, daily and weekly rest periods, and at least 5.6 weeks' paid annual leave per year. Night workers (those working at least three hours between 23:00 and 06:00 on a regular basis) are entitled to a free health assessment and cannot work more than an average of eight hours in any 24-hour period. Hospitality employers who require bar staff to work late shifts must confirm their contracts address night work, rest entitlements, and the possibility of a voluntary opt-out from the 48-hour weekly working time limit.
When Do You Need a Bartender / Bar Staff Contract (UK)?
When a pub, bar, restaurant, hotel, nightclub, or other licensed venue employs a bartender, bar supervisor, cocktail maker, bar manager, or any individual whose primary duty involves the service of alcohol. The contract must be in place and provided to the employee no later than their first day of work under the Employment Rights (Employment Particulars and Paid Annual Leave) (Amendment) Regulations 2018.
When hiring bar staff on a casual or zero-hours basis, as many hospitality businesses do to cope with fluctuating demand. Even zero-hours workers are entitled to a written statement of terms and conditions, NMW pay, paid holiday, and the protections of the Employment (Allocation of Tips) Act 2023 in respect of card tips processed through the employer's systems.
When employing an individual who is, or is required to become, a personal licence holder under the Licensing Act 2003 — typically a bar manager, head bartender, or duty manager. The contract should set out the requirement to maintain a valid licence, the obligation to notify the employer of any licensing proceedings, and the consequences of licence revocation for the employment relationship.
When setting up or reviewing an employer's tipping policy following the commencement of the Employment (Allocation of Tips) Act 2023 in October 2024. The Act requires employers to have a written tipping policy and to incorporate it into the terms of employment.
When a seasonal hospitality business takes on summer or winter bar staff for a fixed-term event, festival, hotel bar, or corporate catering contract. Fixed-term employees have the right not to be treated less favourably than comparable permanent employees under the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002.
When a licensed venue is applying for or renewing its premises licence and the licensing authority or local police request evidence that the employer has adequate procedures in place to prevent underage sales, including strong employment contracts with explicit age-verification obligations for all bar staff.
What to Include in Your Bartender / Bar Staff Contract (UK)
Written Statement of Particulars — Under section 1 of the Employment Rights Act 1996, the contract must include: the employer's and employee's name; the start date and date of continuous service; the rate of pay, intervals at which it is paid, and how it is calculated; the hours of work; holiday entitlement; sick pay arrangements; notice periods; job title; place of work; any collective agreements; and details of pensions and pension schemes. For bar staff, the statement should also include the licensing obligations specific to the role.
Licensing Act 2003 Obligations — The contract must require the employee to comply with the premises licence and all conditions attached to it; refuse service to persons under 18 and to persons who are drunk; apply the employer's age-verification scheme; report breaches to the DPS; and cooperate with inspections by licensing officers and police. For personal licence holders, the contract should address the obligation to maintain a valid licence and notify the employer of any proceedings.
Designated Premises Supervisor — The contract should identify the DPS by name. All bar staff must know who the DPS is and how to contact them. If the DPS changes, the employee should be notified promptly, as the DPS bears primary responsibility for compliance with the licence.
Tips and Gratuities — Under the Employment (Allocation of Tips) Act 2023, the contract must incorporate or reference the employer's written tipping policy and make clear that tips do not count towards the NMW. The policy should specify whether tips are pooled or individually retained, how the pool is distributed, and the timeline for payment.
National Minimum Wage Compliance — The contract must state a base hourly rate meeting or exceeding the applicable NMW or NLW. The contract should include a provision for automatic uprating when the statutory minimum increases. Given the frequency of NMW increases (annually in April), a forward-looking provision avoids the need to issue a new contract each year.
Working Time and Night Work — The contract should address rest breaks, daily and weekly rest entitlements, and (for roles with late closing times) night work health assessments. A voluntary opt-out from the 48-hour limit should be included for roles requiring flexible availability during peak periods. The opt-out clause must make clear that it is voluntary and that the employee may withdraw it with seven days' notice.
Zero-Hours Provisions — If the contract is a zero-hours contract, it must comply with the Employment Rights Act 1996 prohibition on exclusivity clauses. The contract should be clear about the absence of guaranteed hours and the consequences for holiday pay calculation (applying the 12.07% accrual rate under the Working Time (Amendment) Regulations 2023). The forms-legal.com Bartender / Bar Staff Contract (UK) template covers the mandatory elements under Employment Rights Act 1996.
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Forms Legal. (2026). Bartender / Bar Staff Contract (UK) (United Kingdom) [Legal document template]. Forms Legal. https://forms-legal.com/uk/employment/contracts/uk-bartender-contract
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title = {Bartender / Bar Staff Contract (UK) (United Kingdom)},
year = {2026},
howpublished = {\url{https://forms-legal.com/uk/employment/contracts/uk-bartender-contract}},
note = {Free legal document template. Based on Employment Rights Act 1996}
}Frequently Asked Questions
The Licensing Act 2003 regulates the sale and supply of alcohol in England and Wales. An employer operating premises with a premises licence must confirm: first, that a Designated Premises Supervisor (DPS) — a named personal licence holder responsible for the day-to-day management of the licence — is in place at all times (section 15, Licensing Act 2003); second, that alcohol is not sold to persons under 18 (section 147, Licensing Act 2003 — a criminal offence by both the seller and anyone who knowingly allowed the sale); third, that alcohol is not sold to persons who are drunk (section 141, Licensing Act 2003); and fourth, that all conditions attached to the premises licence are observed. The employer is vicariously liable for offences committed by employees in the course of their employment in certain circumstances. Bar staff employment contracts should therefore include explicit obligations to comply with the premises licence, the Challenge 25 policy, and the employer's own alcohol service policies, as breach of these obligations can justify summary dismissal.
The Employment (Allocation of Tips) Act 2023 came into force on 1 October 2024. It requires employers to pass 100% of tips, gratuities, and service charges received by the employer (including card tips processed through the employer's payment system) to workers by no later than the end of the month following the month in which the tip was paid. Employers must maintain a written tipping policy explaining how tips are collected and distributed, and must make the policy available to all workers. Employers must also keep a record of all tip allocations for at least three years. The Act prohibits employers from retaining any portion of qualifying tips for their own benefit. Workers can bring Employment Tribunal claims for failure to comply. Importantly, cash tips left directly by customers at the bar for individual members of staff (and not collected by the employer) are not subject to the Act, but tips processed through the employer's till or card system are. Hospitality employers should review their tipping policies immediately to satisfy compliance.
No. Following amendments to the National Minimum Wage Regulations 2015, tips, gratuities, and service charges paid to workers do not count towards the National Minimum Wage (NMW) or the National Living Wage (NLW). This means that an employer cannot use tips to bring a worker's effective hourly rate up to the NMW level. The employer must pay at least the applicable NMW or NLW rate in base wages, independent of any tips the worker may receive. From April 2026, the National Living Wage is £12.71 per hour for workers aged 21 and over, and the National Minimum Wage is £10.85 per hour for workers aged 18 to 20. Employers who pay bar staff below these rates and rely on tips to make up the difference commit a criminal offence under the National Minimum Wage Act 1998 and are liable to arrears claims, financial penalties, and public naming.
A personal licence is a licence issued by a licensing authority under section 117 of the Licensing Act 2003 that authorises the licence holder to authorise the sale of alcohol at a premises that holds a premises licence. A personal licence does not permit the holder to sell alcohol anywhere — it permits them to authorise sales at licensed premises. The Designated Premises Supervisor on any licensed premises must hold a personal licence. General bar staff are not required to hold a personal licence unless they are themselves authorising sales of alcohol (i.e., acting as the DPS or a substitute DPS). In practice, bar supervisors and managers are frequently required to hold personal licences. To obtain a personal licence, an applicant must hold a licensing qualification (such as the Award for Personal Licence Holders) and must not have any relevant convictions. The application is made to the local licensing authority. Personal licence holders have ongoing obligations including to notify the licensing authority of any relevant convictions within one month.
Zero-hours contracts (also called casual or bank contracts) are lawful in the UK for bar and hospitality staff. They create a relationship of 'worker' status rather than 'employee' status, unless the working pattern becomes sufficiently regular and continuous that the tribunal determines an implied employment contract exists (following cases such as Autoclenz Ltd v Belcher [2011] UKSC 41). However, the Employment Rights Act 1996 (as amended by the Small Business, Enterprise and Employment Act 2015) prohibits exclusivity clauses in zero-hours contracts: an employer cannot contractually prevent a zero-hours worker from working for another employer. Workers on zero-hours contracts are entitled to: (a) the National Minimum Wage for all hours worked; (b) paid annual leave accruing at 12.07% of earnings (following the Working Time (Amendment) Regulations 2023); (c) the right not to be subjected to unlawful deductions from wages; and (d) protection from less favourable treatment compared to comparable full-time employees under the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000.
Section 86 of the Employment Rights Act 1996 sets out the statutory minimum notice periods for dismissal. The employer must give at least: one week's notice for employees with between one month and two years' continuous service; one additional week for each further year of continuous service up to a maximum of 12 weeks (so an employee with 12 or more years' service is entitled to 12 weeks' notice). The employee must give at least one week's notice to the employer, regardless of length of service, unless the contract specifies a longer period. These are minimum statutory entitlements — a contract may provide for longer notice periods on either side. The employer may pay wages in lieu of notice (PILON) if the contract contains a PILON clause, or by agreement with the employee. Summary dismissal (instant dismissal without notice) is only lawful in cases of gross misconduct. For bar staff, gross misconduct typically includes serving alcohol to minors, theft, violent behaviour, or a serious breach of the premises licence conditions.
This template is provided for informational purposes only and does not constitute legal advice. Laws vary by jurisdiction and change over time. Consult a qualified attorney for advice specific to your situation.Full disclaimer
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