Describe your employment situation and get instant plain English guidance on your UK employer obligations — helping you avoid costly tribunal claims.
↓ Try the Checker NowUK employers carry specific legal duties around fair dismissal processes, redundancy consultation, and reasonable adjustments — getting these obligations wrong is one of the most common causes of successful Employment Tribunal claims, making it worth understanding the correct process from the outset.
In England, Wales and Scotland, tribunals can increase compensation by up to 25% where an employer unreasonably fails to follow the ACAS Code on disciplinary and grievance procedures — this makes the process itself, not just the final decision, something that carries real financial risk if it isn't handled fairly and consistently. In Northern Ireland the LRA Code of Practice applies instead, and before dismissing an employee you must follow the statutory three-step dismissal procedure.
Genuine consultation means giving employees real information and a real opportunity to respond before decisions are finalised — presenting redundancy as already decided before consultation has properly taken place is one of the most common ways an otherwise fair process gets successfully challenged.
This checker gives you a plain English read on your specific situation, answered only from its own guide for your part of the UK, checked against official sources. No login needed, and your answer is generated instantly based on what you tell us.
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). In Northern Ireland, the Labour Relations Agency gives free employment advice on 03300 555 300.
Further reading: our blog explains how to handle disputed sick pay without creating tribunal risk.
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Describe your situation and we'll check your obligations
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Free · Guidance only, not legal advice
What are my obligations as an employer?
UK employers must pay at least the National Living Wage (£12.71/hour for workers 21+), give a written statement of employment particulars (in England, Wales and Scotland the principal statement on the first day; in Northern Ireland within two months of starting), follow a fair disciplinary procedure (the Acas Code in Great Britain; the statutory dismissal procedure and the LRA Code in Northern Ireland), and ensure health and safety compliance.
What is the National Living Wage in 2026?
From 1 April 2026, the National Living Wage is £12.71 per hour for workers aged 21 and over. Workers aged 18-20 are entitled to £10.85 per hour, and those under 18 to £8.00 per hour. Apprentices get £8.00 if they are under 19, or 19 or over and in the first year of their apprenticeship; otherwise they get the rate for their age. The rates are the same across the UK.
When must I collectively consult on redundancies?
If you propose to make 20 or more employees redundant at one establishment within 90 days, you must start consulting employee representatives at least 30 days before the first dismissal takes effect (20 to 99 redundancies). For 100 or more it is 45 days in England, Wales and Scotland and 90 days in Northern Ireland, and you must also send form HR1. Failure to consult can lead to a protective award of up to 180 days pay per employee in Great Britain (from 6 April 2026), or up to 90 days pay in Northern Ireland.
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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 25 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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