Understanding Your Employment Rights
UK employment law gives workers a range of legal protections from day one of a job. Whether you're a full-time employee, part-time worker, or on a zero-hours contract, it's important to know what you're entitled to. This guide summarises the key rights that apply to most workers in England, Scotland, and Wales. (Northern Ireland has its own employment law framework, though many rights are similar.)
National Minimum Wage and National Living Wage
All workers are entitled to at least the National Minimum Wage. The rate depends on your age:
| Age Group | Rate (April 2025 onwards) |
|---|---|
| 21 and over (National Living Wage) | £12.21 per hour |
| 18–20 | £10.00 per hour |
| Under 18 (not an apprentice) | £7.55 per hour |
| Apprentices | £7.55 per hour |
Always check Gov.uk for the most up-to-date rates, as these are reviewed annually.
Holiday Entitlement
Full-time employees are legally entitled to a minimum of 5.6 weeks of paid holiday per year — that's 28 days if you work 5 days a week. This can include bank holidays, depending on your contract. Part-time and irregular-hours workers are entitled to a pro-rata equivalent.
Written Employment Contract
From day one of employment, you are entitled to a written statement of employment particulars. This document must include:
- Job title and description
- Start date and location
- Pay rate and payment frequency
- Working hours
- Holiday entitlement
- Notice period
Protection Against Unfair Dismissal
Once you have worked for an employer for two years or more, you gain the right not to be unfairly dismissed. Dismissal is considered unfair unless the employer can demonstrate a valid reason — such as redundancy, misconduct, or capability — and has followed a fair process.
Some dismissals are automatically unfair regardless of length of service, including dismissal for:
- Whistleblowing (making a protected disclosure)
- Pregnancy or maternity leave
- Asserting a statutory right (such as claiming holiday pay)
- Trade union membership or activity
Redundancy Rights
If your role is made redundant, you may be entitled to statutory redundancy pay after two years' continuous employment. The amount depends on your age, weekly pay, and length of service. You are also entitled to a minimum notice period and to be considered for suitable alternative roles within the organisation where they exist.
Sick Pay
If you are too ill to work, you may be entitled to Statutory Sick Pay (SSP) — currently £116.75 per week for up to 28 weeks, provided you meet the earnings threshold. Many employers offer enhanced occupational sick pay on top of this; check your contract for details.
Discrimination at Work
The Equality Act 2010 protects workers from discrimination based on nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Discrimination can be direct, indirect, or take the form of harassment or victimisation.
Where to Get Help
If you believe your rights have been breached, there are several avenues for support:
- ACAS (Advisory, Conciliation and Arbitration Service) – Free helpline and guidance on all aspects of employment law.
- Citizens Advice – Free, independent advice available in person, online, and by phone.
- Employment Tribunal – A legal route if informal resolution fails. Time limits apply (usually 3 months from the act you're complaining about).
- Trade unions – If you're a member, your union can provide representation and support.