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Your rights depend on whether you are an employee, a worker, or self-employed. Employees have the widest protection, such as unfair dismissal and statutory redundancy pay, while workers still get core protections like minimum wage, paid holiday, rest breaks, whistleblowing and equality rights. Check Out, Countries With the Weakest Labour Laws in 2025 and Countries With the Strictest Child Labour Laws in 2025
Written particulars on or before day one
You’re entitled to a written statement of particulars on or before your first day. It should set out pay, hours, holiday, place of work, notice periods, and key benefits. If anything is missing, ask for it in writing.
Pay, payslips and tips
You must be paid at least the Living Wage for your age band; rates update each April. You’re entitled to an itemised payslip every pay period showing gross pay and deductions. Newer rules require employers to pass 100% of tips and service charges to workers.
Working time, rest and holiday
The Working Time rules cap average weekly hours at 48 over a reference period. You can opt out, but it must be voluntary, and you can withdraw consent with notice. Minimum rest includes 11 hours between shifts, 24 hours uninterrupted each week (or 48 every two weeks), and a 20-minute break if you work six hours or more.
Flexible and predictable work
There is now a day-one right to request flexible working. Most people can make two requests in 12 months; employers must handle requests reasonably and respond within the statutory timeframe, giving a clear business reason if refusing.
Family and carer leave
Key entitlements include maternity leave (up to 52 weeks; statutory pay if eligible), paternity leave (up to two weeks with more flexible ways to take it), Shared Parental Leave, unpaid parental leave (up to 18 weeks per child, limits per year apply), and Carer’s Leave (a day-one right to one week unpaid each year).
Equality, dignity and adjustments
Under the Equality Act 2010, discrimination, harassment and victimisation are unlawful on protected grounds. Employers must make reasonable adjustments for disabled workers and take reasonable steps to prevent sexual harassment. Keep dated notes and save messages if you need to raise concerns.
Health & safety, sickness and whistleblowing
You have the right to a safe workplace, risk assessments, and PPE where needed. Statutory Sick Pay (SSP) applies if you meet eligibility rules; your contract may offer more generous company sick pay. If you reasonably believe work poses a serious and imminent danger, you’re protected when refusing unsafe work or raising concerns.
Redundancy and dismissal
A fair redundancy requires consultation, objective selection, proper notice, and statutory redundancy pay. Most employees gain unfair-dismissal protection after two years, but some reasons are automatically unfair from day one (e.g., pregnancy/maternity, whistleblowing, certain health & safety actions). Even with a fair reason, employers must follow a fair process.
