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↓ Try the Checker NowUK employees have significant legal protections at work. You have the right to a written statement of particulars from day one of employment. In England, Wales and Scotland, unfair dismissal protection normally applies after 2 years of continuous service as an employee (6 months where the employment ends on or after 1 January 2027; 1 year in Northern Ireland) — but dismissal for whistleblowing, pregnancy or asserting a statutory right is automatically unfair from day one, and a discriminatory dismissal can be challenged under the Equality Act 2010 with no qualifying period.
Statutory redundancy pay is calculated using an age-banded formula: 0.5 week's pay per year under 22, 1 week per year aged 22–40, and 1.5 weeks per year aged 41 and over. The weekly pay cap from 6 April 2026 is £751 in England, Wales and Scotland and £783 in Northern Ireland. In England, Wales and Scotland, the employment tribunal time limit is 3 months less one day from dismissal (six months less one day for acts on or after 1 October 2026) — contact ACAS first for Early Conciliation.
Key rights covered: unfair dismissal, redundancy, discrimination, holiday pay, sick pay, minimum wage, whistleblowing and disciplinary procedures. Checked against official sources.
Certain dismissal reasons — whistleblowing, pregnancy and asserting a statutory right among them — are automatically unfair regardless of how long you’ve worked for your employer, and a dismissal because of discrimination can be challenged with no qualifying period (under the Equality Act 2010 in England, Wales and Scotland, and under Northern Ireland’s own equality laws there). Ordinary unfair dismissal, by contrast, generally requires 2 years’ service as an employee in England, Wales and Scotland (6 months where the employment ends on or after 1 January 2027) and 1 year in Northern Ireland. This distinction matters enormously if you’re newly employed and facing dismissal you believe is connected to one of these protected reasons.
In England, Wales and Scotland, before lodging most tribunal claims you must contact ACAS (in Northern Ireland, the Labour Relations Agency) for early conciliation — this pauses your time limit clock and gives both sides a genuine opportunity to resolve things without a formal hearing, which is worth approaching constructively rather than as a mere formality to get through.
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Our guidance covers many common situations, but complex or high-stakes cases need professional advice. For employment issues, contact ACAS in England, Wales and Scotland (0300 123 1100) or the Labour Relations Agency in Northern Ireland (03300 555 300). For free general advice, contact Citizens Advice (England 0800 144 8848, Wales 0800 702 2020), Citizens Advice Scotland (0800 028 1456) or Advice NI (0800 915 4604). For urgent housing problems in England, Shelter can help on 0808 800 4444.
Further reading: our blog explains how statutory redundancy pay is actually calculated, with worked examples.
Further reading: our blog explains what counts as constructive dismissal and when resigning becomes a claim.
Further reading: our blog explains whether overtime and bonuses count towards redundancy pay.
Further reading: our blog explains what genuine redundancy consultation looks like.
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Am I entitled to redundancy pay?
Employees with at least 2 years of continuous employment are entitled to statutory redundancy pay. The amount depends on age, length of service and weekly pay. For redundancies from 6 April 2026, a week of pay is capped at £751 in England, Wales and Scotland (maximum £22,530) and at £783 in Northern Ireland (maximum £23,490).
What is unfair dismissal?
Unfair dismissal is when an employer dismisses an employee without a fair reason or without acting fairly in how they do it. In England, Wales and Scotland you currently need at least 2 years of continuous employment to claim ordinary unfair dismissal, or at least 6 months where the employment ends on or after 1 January 2027. In Northern Ireland you need at least 1 year.
When is statutory sick pay paid?
From 6 April 2026, statutory sick pay (SSP) is paid from the first full day of sickness absence, in Northern Ireland as well as in England, Wales and Scotland. It is £123.25 a week, or 80% of your average weekly earnings (normal weekly earnings in Northern Ireland) if that is lower. In England, Wales and Scotland it is paid for up to 28 weeks.
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✉️ Generate My Letter Free →The checker answers only from the guide for the nation you choose, plus what you tell it. If your question is not covered there, it says so instead of guessing. Each guide was checked against primary sources on 24 September 2026.
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Directed and published by Matt Thompson, founder of UK Work Rights. Guidance checked against GOV.UK, ACAS and legislation.gov.uk. This is general rights guidance, not legal advice.
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