Why this answer
What actually matters
- Terms can arise orally, through conduct, written particulars, policies and statute.
- Employment status depends on the reality of the relationship, not only the document label.
- Written particulars are important evidence but not the sole source of contractual rights.
What you could say
Keep the response tied to the actual rule.
Evidence
What to have beside you
- Contract, handbook and relevant policies
- Emails, messages, meeting notes and outcome letters
- Pay records, rota/time records or redundancy calculations where relevant
- A dated chronology, including any grievance or protected complaint
If they still refuse
Move the dispute forward.
- Check the claim-specific time limit early; employment tribunal limits can be short and Acas Early Conciliation may affect calculation.
- Use grievance/appeal procedures where appropriate without assuming internal processes stop a statutory limitation clock.
- Get specialist advice promptly where dismissal, discrimination, whistleblowing or significant loss is involved.
Read the full rules