UK Employment Law\ Employee \ Statutory Rights
Statutory rights
As an employee, you become entitled to statutory (legal) rights once you have signed an employment contract. Some of these are immediate rights, others depend upon how long you have served your employer.
Unless you fall into a number of exceptions from statutory rights, you will have the right to the following:
- itemised pay statements including: Gross earnings; Net pay; Fixed and variable deductions from gross earning;
- a written statement of terms of employment (within two months of starting work);
- the right to a least the national minimum wage;
- not to have illegal pay deductions taken from you;
- paid holiday. (Full-time = at least 24 days a year. Part-time = a pro rata amount);
- time off for trade union duties and activities;
- paid time off to look for work if being made redundant;
- time off for study or training for 16-17 year olds;
- paid time off for ante-natal care;
- paid maternity leave;
- to be able to ask for flexible working;
- paid adoption leave;
- to take unpaid parental leave (men and women after working for an employer for one year);
- to work a maximum 48 hour working week;
- weekly and daily rest breaks;
- not to be discriminated against on grounds of sex, race, disability, sexual orientation, age, religion or belief or gender reassignment;
- carry on working until at least the age of 65;
- dismissal notice after working for an employer for at least one calendar month;
- written reasons for dismissal after working for an employer for one year;
- claim compensation if unfairly dismissed;
- claim redundancy pay if made redundant;
- not to suffer dismissal for ‘blowing the whistle’ on a matter of public concern in the workplace;
- part-time workers should have the same contractual rights as a comparable full-time worker;
- fixed-term employees to have the same contractual rights as a comparable permanent employee.
Much of this is covered in the various sections of the website. This website, however, aims to give you an initial briefing of the basics of employment law, but does not pretend to give you every answer. If you need more specific guidance on any of the above areas of employment law, it is best to discuss it with one of the following:
- an employment law solicitor (there is an enquiry form on the site to help put you in contact;
- a union representative;
- an advisor from a body like Citizens Advice Bureau.
