Pay & contract review
Compares supplied pay with a benchmark you name, and reads supplied contract wording to raise questions. Everything stays on this device. This is information, not legal advice, and no result certifies that pay or terms are fair or lawful.
Pay figures
Benchmark you are comparing against
Lucas does not fetch pay tables for you. Enter a benchmark you have, with its date and coverage, so the comparison can be checked later.
Enter the pay figure from the listing or your offer.
Other pay parts and deductions
Known items: 0 · net of listed deductions £0
Contract wording
High review priority
- No matching wording found yet.
- Wording review only — this is information, not legal advice.
- Absence of a flag does not mean a term is missing, fair or lawful.
- No contract text supplied — nothing was reviewed.
- No wording found for: Notice period, Sick pay, Holiday entitlement, Deductions.
UK checklist to ask about
- Written statement of terms
UK employees and workers should receive a written statement on or before day one.
Confirm you received one and that it matches what you were told.
- Right to work
Employers must carry out a right-to-work check before employment starts.
Note which documents were requested and how they were stored.
- Pay and hours
Pay must meet the National Minimum/Living Wage for your age band and hours worked.
Recalculate pay against your actual hours, including unpaid time.
- Holiday and sick pay
Statutory holiday and statutory sick pay have legal minimums.
Compare the contract wording with the statutory minimum in force.
- Personal data
UK GDPR requires a lawful basis and clear information about data use.
Ask for the employer privacy notice before sharing documents.
- Sector rules
Some sectors add licensing, DBS or safety requirements.
Ask which sector-specific rules apply to the role.
