Service Occupancy Agreement
This Service Occupancy Agreement can be used where an employer provides
living accommodation to an employee on site so that the employee can carry
out their duties under the terms of their employment. This can sometimes be
referred to as ‘tied accommodation’.
A service occupier is different to a service tenant. A service tenant lives
in accommodation provided by their employer, but they don’t need to live
there to do their job. If you are providing accommodation to a service
tenant, then you should use our Assured Shorthold Tenancies (ASTs).
Certain professions may require the employee to live on site, such as a
nanny, carer, security and hotel staff or housekeeper.
This agreement can be used where the terms of the employee’s occupancy are
to be kept separate from the employment contract (which may be done for
administrative reasons) or the existing employment contract does not
contain service occupancy provisions. Alternatively, you could use our
template EMP.MAN.01 Manager Employment Contract With Accommodation, which
includes the terms of the employee’s accommodation.
This agreement creates a licence for the employee to occupy the property
for as long as they are employed by the employer. This agreement will
terminate automatically when the employment contract ends.
The first page of this document does not form part of the agreement and
contains a template clause to insert into the employment contract requiring
the employee to live on site so that the employee can perform their duties
under the terms of their employment. In order for there to be a service
occupancy there must be a strong link between the employee’s occupation of
the property and performance of the employee’s duties under the terms of
their employment. The employment contract should therefore contain this
This agreement does not provide for the payment of a licence fee. This is
because in practice payment would be deducted from the employee’s wages.
Service occupancies are excluded from the requirement for landlords to
carry out right to rent checks under the Immigration Act 2014. This is to
avoid duplication where employers are required to carry out right to work
checks on their employees. If other persons occupy the property with the
employee then it would be prudent to carry out right to rent checks on the
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