Work and employment

Employment law sets a floor of rights that every employer must meet. Your contract can improve on these rights but cannot reduce them below the statutory minimum.

Key legislation

Key topics

Unfair dismissal

After two years of continuous employment you have the right not to be unfairly dismissed. Your employer must have a potentially fair reason — capability, conduct, redundancy, statutory restriction, or some other substantial reason — and must follow a fair procedure. Claims go to the Employment Tribunal within three months of dismissal.

Pay

Every worker is entitled to at least the National Living Wage (£12.60/hr from April 2026 for those 21 and over). Employers cannot make unauthorised deductions from wages. Holiday pay must reflect your normal pay, including regular overtime.

Discrimination

The Equality Act 2010 protects you from discrimination because of nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Redundancy

Genuine redundancy occurs when a role ceases or diminishes. After two years you are entitled to statutory redundancy pay, calculated by age and length of service. Your employer must also consult meaningfully before making you redundant.

FAQ

Common questions about work and employment

General answers with links to official sources. Not legal advice.

When can I claim unfair dismissal?

You need two years of continuous employment, unless the dismissal was for an automatically unfair reason (such as whistleblowing, pregnancy, or trade union activity) where no qualifying period applies. Claims must be started within three months of dismissal — begin with ACAS Early Conciliation, which pauses the clock. The right is in section 94 of the Employment Rights Act 1996.

Am I entitled to a written contract?

Yes. Since April 2020, all workers are entitled to a written statement of employment particulars from day one. It must include pay, hours, holiday, notice period and job title. If yours is missing or wrong, you can ask an employment tribunal for a declaration. ACAS has a full guide to what must be included.

What is the difference between an employee and a worker?

Employees have the fullest set of rights — unfair dismissal, statutory redundancy pay, and all leave rights. Workers (including many gig-economy workers) have a subset: National Minimum Wage, holiday pay, and protection from discrimination. The self-employed have fewer statutory protections. GOV.UK has a tool to check employment status.

How much holiday am I entitled to?

Full-time workers are entitled to 5.6 weeks (28 days) of paid holiday per year under the Working Time Regulations 1998. Part-time workers get a pro-rated amount. Bank holidays can be included in the 28 days if the contract says so. Holiday pay must reflect your normal pay including regular overtime.

Work and employment

Unfair dismissal

Pay

Discrimination

Redundancy

Step-by-step guides for work and employment

I was dismissed without warning. Do I have a claim for unfair dismissal?

I have been made redundant. How much statutory redundancy pay am I owed?

My employer has made my job unbearable. Can I resign and claim constructive dismissal?

My employer asked to check my right to work. What documents do I need and what are my rights?

My employer says I am being made redundant. What consultation rights do I have?

What happens at an Employment Tribunal hearing?

I think I have been discriminated against at work. What should I do first?

Explainers and how-tos

How to read a statute without a law degree

Why a contract cannot override a statute

How to write a formal notice that gets answered

Mediation or court: how to choose

Common questions about work and employment