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.
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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
In Great Britain, employees and workers have a statutory right to receive their principal written statement of terms on or before their first day of work (Day 1). It must set out pay, hours, workplace, holiday entitlement, and notice periods.
The National Minimum Wage and National Living Wage
You are entitled to be paid at least the statutory minimum wage rate applicable to your age group (with the National Living Wage applying from age 21).
Paid holiday and rest breaks
Most workers are entitled to at least 5.6 weeks' paid annual leave each year. Part-time workers receive an entitlement based on their working pattern, while specific rules apply to irregular-hours and part-year workers.
Protection from unfair dismissal
As at October 2026 in Great Britain, employees generally require 2 years' continuous service to claim ordinary unfair dismissal (scheduled to reduce to 6 months from 1 January 2027). In Northern Ireland, the qualifying threshold is 1 year. Dismissals that are automatically unfair (such as for whistleblowing, pregnancy/maternity, or asserting statutory rights) require no minimum service.
Protection from discrimination and harassment
Under the Equality Act 2010, you are protected from day one (and during recruitment) against discrimination, harassment, and victimisation based on protected characteristics. Employers also have a statutory duty to take reasonable steps to prevent sexual harassment at work.
A safe workplace
Your employer must take reasonable steps to protect your health, safety and welfare at work. This includes conducting risk assessments, addressing reported hazards, and preventing workplace harm.
The right to request flexible working
In Great Britain, employees have a statutory right from Day 1 to request flexible working (up to 2 requests per 12 months). Employers must consult before refusing and make a decision within 2 months. It is a right to request, not an automatic entitlement; employers can refuse on one of 8 statutory business grounds.
Reasonable adjustments for disability
If you have a physical or mental impairment meeting the legal definition of disability, your employer may have a statutory duty under the Equality Act 2010 to make reasonable adjustments to remove or reduce substantial workplace disadvantages. There is no minimum length of service required.
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.
Tribunal deadlines and dispute resolution
Employment Tribunal time limits
Employment Tribunal time limits can be strict and depend on the type of claim and when the problem happened. In Great Britain, for most claims where the relevant problem happened on or after 1 October 2026, the time limit is generally 6 months minus 1 day. For most claims relating to problems before 1 October 2026, the previous 3 months minus 1 day limit generally applies.
Some claims have different time limits. Acas Early Conciliation can pause the applicable time limit if you notify Acas within the relevant time limit. Internal grievance, disciplinary or appeal procedures do not normally change the tribunal time limit. Northern Ireland has separate tribunal rules and time limits. Check official guidance from Acas, the Labour Relations Agency or GOV.UK for the rules that apply to your situation.
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Written by RightWords
Last reviewed: 10 September 2026
Information checked against current official guidance.
We do not provide legal advice or legal representation. If you require legal advice, please consult a qualified solicitor.