UK workplace rights
Employee rights UK: a plain-English guide
A simple overview of the rights most employees in the UK can rely on, and what to do when something goes wrong. General information about the process only — not legal advice or representation.
Core employee rights in the UK
The exact rights that apply to you depend on your employment status, contract and length of service. These are the most common starting points.
A written statement of employment terms
Most employees must receive a written statement of terms within two months of starting work (and often from day one). It should include pay, hours, place of work, holiday entitlement and notice period.
The National Minimum Wage and National Living Wage
You are entitled to be paid at least the legal minimum for your age group. Deductions that take you below this are generally unlawful.
Paid holiday and rest breaks
Most workers get at least 5.6 weeks' paid annual leave and rest breaks based on working hours. Part-time workers receive a pro-rata amount.
Protection from unfair dismissal
After two years' continuous service, employees gain the right not to be dismissed unfairly. Some dismissals are automatically unfair regardless of length of service.
Protection from discrimination
It is unlawful to treat you less favourably because of protected characteristics such as age, disability, sex, race, religion or belief, sexual orientation, pregnancy/maternity, gender reassignment or marriage/civil partnership. Many protections apply from day one.
A safe workplace
Your employer must take reasonable steps to protect your health, safety and welfare at work. This includes risk assessments and addressing reported hazards.
The right to request flexible working
Employees with 26 weeks' continuous service can make a statutory flexible working request. Employers can refuse only for specified business reasons.
Reasonable adjustments for disability
If you are disabled, your employer must make reasonable adjustments to remove or reduce disadvantages caused by workplace practices or physical features.
When a right is not respected
If you believe your employer has breached one of these rights, the first step is usually to raise it through their grievance procedure. Putting it in writing creates a clear record and starts a formal process.
Informal conversation first
Many problems can be resolved by talking to your manager or HR. Keep a brief note of what was said and when.
Raise a formal grievance
If informal steps do not work, or the issue is serious, put it in writing using your employer's grievance procedure. A written record protects you and makes the issue harder to ignore.
Use a clear, dated letter
Set out the facts, the effect on you, and what you want to happen. Avoid legal conclusions and stick to what you can show or personally witnessed.
Related guides
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