02.05 / Topic 05 of 11
Work & Jobs
Pay, hours, holidays and your rights on the job.
Employment law sets a floor of rights your contract can't go below. Big reforms (the Employment Rights Act 2025) are being phased in over 2026–27, so always check GOV.UK for current rules.
- 17
- Essential laws
- 05
- Chapters
- 02
- Weird ones
- 02
- Busted myths
AT A GLANCE · 03 KEY NUMBERS
CHAPTER A · 04 LAWS
Starting a job
Your status, your contract and the checks employers must do.
Employment status
Your rights depend on whether you're an employee, a worker or self-employed, whatever your contract calls you.
What it means for youCheck your status on GOV.UK. A 'self-employed' label in your contract doesn't settle it.
In practice
- Workers (like many gig workers) get minimum wage, holiday pay and rest breaks.
- Employees also get rights like unfair dismissal protection and redundancy pay.
- Courts look at the reality of the relationship, not just the label.
Employment Rights Act
The core of workers' rights: written terms, protection from unfair dismissal, redundancy pay and more.
What it means for youAsk for your written statement of terms. You're entitled to it from your first day.
In practice
- Day-one right to a written statement of your main terms.
- Unfair dismissal protection has traditionally needed 2 years' service; reforms are shortening this.
- Redundancy pay after 2 years' service.
Right to work checks
Employers must check every new worker's right to work in the UK before they start.
What it means for youHave your passport or share code ready. Employers who skip the check face fines of up to £60,000 per worker.
In practice
- Checks are done with original documents or the online Home Office service.
- Employers can be fined up to £60,000 per illegal worker.
- Checks must be done the same way for everyone, to avoid discrimination.
Young workers
Under-18s have tighter limits on working hours, and children under 13 generally can't be employed.
What it means for youUnder-18s are entitled to a 30-minute break after 4.5 hours, and 12 hours' rest between working days.
In practice
- Workers under 18 can't usually work more than 8 hours a day or 40 hours a week.
- They need a 30-minute break after 4.5 hours.
- 13 to 16-year-olds can't work during school hours and have strict weekly limits.
CHAPTER B · 05 LAWS
Pay & pensions
What you must be paid, and what's taken or added.
National Minimum Wage Act
Sets a legal minimum hourly pay. The top rate, the National Living Wage, applies from age 21.
What it means for youUnpaid trial shifts, uniform costs and unpaid overtime can all push you below minimum wage. Report it to HMRC.
In practice
- Rates rise every April; lower rates apply for under-21s and apprentices.
- Employers who underpay can be fined and publicly named.
- Unpaid 'trial shifts' and some unpaid internships can be illegal.
Equal pay
Women and men must get equal pay for equal work, including work of equal value.
What it means for youYou can ask a colleague what they earn, and they're free to tell you, to check whether you're paid fairly.
In practice
- Covers basic pay, bonuses, overtime and benefits.
- Contract terms can't stop you discussing pay with colleagues to check for discrimination.
- Employers with 250+ staff must publish their gender pay gap every year.
Tips law
Since October 2024 employers must pass on all tips and service charges to workers, without deductions.
What it means for youAsk your employer for their written tips policy. You can request tip records for the last 3 years.
In practice
- Tips must be shared fairly and there must be a written tipping policy.
- Workers can ask to see tipping records.
Statutory Sick Pay
Employees off sick get Statutory Sick Pay from their employer. From April 2026 it's paid from the first day of sickness.
What it means for youTell your employer you're sick by their deadline. After 7 days off you'll usually need a fit note from a doctor.
In practice
- Before April 2026 the first three days were unpaid 'waiting days'.
- The lower earnings limit was also removed, so low earners now qualify.
- SSP lasts up to 28 weeks; your contract may pay more.
Workplace pensions
Employers must automatically enrol eligible staff into a workplace pension and pay into it.
What it means for youIf you're 22 or over and earn over £10,000 a year, you should be enrolled. Opting out means losing your employer's money.
In practice
- You're enrolled if you're 22 to State Pension age and earn over £10,000 a year with that employer.
- Minimum contributions total 8% of qualifying earnings, with at least 3% from the employer.
- You can opt out, but you'd lose the employer's contribution.
CHAPTER C · 02 LAWS
Hours & time off
Working hours, holidays and family leave.
Working Time Regulations
Limits the working week to an average of 48 hours and guarantees paid holiday and rest breaks.
What it means for youFull-time staff get at least 28 days' paid holiday a year, and bank holidays can be part of that.
In practice
- 5.6 weeks' paid holiday a year: 28 days for a five-day week (employers can include bank holidays).
- A 20-minute break if you work more than 6 hours, and 11 hours' rest between working days.
- You can opt out of the 48-hour limit in writing.
Family-friendly rights
Up to 52 weeks' maternity leave (39 paid at statutory rates), paternity leave, shared parental leave and adoption leave.
What it means for youTell your employer you're pregnant by the 15th week before the due date to keep your maternity pay.
In practice
- Day-one right to request flexible working since April 2024.
- Unpaid time off for dependants in emergencies.
- Neonatal care leave for parents of babies in neonatal care (from April 2025).
CHAPTER D · 03 LAWS
Safety & fair treatment
A safe workplace, free from harassment, where you can speak up.
Health and Safety at Work etc. Act
Employers must protect, so far as reasonably practicable, the health, safety and welfare of staff and the public.
What it means for youYou can refuse work that puts you in serious and imminent danger, and you're protected for doing so.
In practice
- Enforced by the Health and Safety Executive (HSE) and councils.
- Workers must take reasonable care too.
- Whistleblowers who report wrongdoing are protected from detriment (Public Interest Disclosure Act 1998).
Preventing sexual harassment
Since October 2024, employers must take reasonable steps to prevent sexual harassment of their staff.
What it means for youReport it in writing to your employer. If they ignored the risk, any compensation can be increased by 25%.
In practice
- It's a proactive duty: employers must act before anything happens.
- Tribunals can increase compensation by up to 25% if employers fail.
- Harassment based on any protected characteristic is already unlawful.
Whistleblowing
If you report wrongdoing in the public interest, you're protected from being sacked or punished for it.
What it means for youRaise concerns with your employer or a 'prescribed person' like a regulator to stay protected.
In practice
- Covers things like crime, danger to health and safety, environmental damage and cover-ups.
- There's no minimum length of service needed.
- Report to your employer or to a 'prescribed person' such as a regulator.
CHAPTER E · 03 LAWS
Leaving a job
Notice, redundancy and taking a claim to a tribunal.
Notice periods
After a month in a job, you're entitled to at least a week's notice. That rises by a week for each full year, up to 12 weeks.
What it means for youCheck your contract: it can give more notice than the legal minimum, but never less.
In practice
- Your contract can give you more notice, but not less than the legal minimum.
- Employees must usually give at least a week's notice.
- Gross misconduct can justify dismissal without notice.
Redundancy pay
After 2 years' service, employees made redundant get statutory redundancy pay based on age, years worked and weekly pay.
What it means for youUse the GOV.UK redundancy calculator. Statutory redundancy pay up to £30,000 is tax-free.
In practice
- Up to 20 years of service count, and weekly pay is capped at a set amount.
- You're entitled to consultation and to be offered suitable alternative work if there is any.
- Redundancy pay up to £30,000 is tax-free.
Employment tribunals
Workplace disputes like unfair dismissal and discrimination are decided by employment tribunals. Bringing a claim is free.
What it means for youTime limits are short, often just a few months. Contact Acas for free early conciliation as soon as a problem starts.
In practice
- You must contact ACAS for 'early conciliation' before most claims.
- Time limits are short: usually 3 months less one day from the problem.
- Tribunals can order compensation and reinstatement.
NOTES
Did you know?
NOTE 01There's no legal right to have bank holidays off. They can count towards your 5.6 weeks' leave.
NOTE 02Your employer must give you time off for jury service, though they don't have to pay you for it.
TAP A CARD TO REVEAL