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📋 Employer Obligations Guide
What Your Employer Must Do by Law in 2026
From your first day to your last, the law places clear duties on your employer. This guide explains what they must provide, what they must pay, and what they must not do — in plain English.
📅 Last reviewed: July 2026📚 Sources: GOV.UK, ACAS, HSE, ERA 1996 & 2025🇬🇧 Applies across the UK
Written statement of particulars: England, Wales and Scotland: the principal statement on the first day and the rest within 2 months. Northern Ireland: within 2 months of starting, for employees employed for more than 1 month.
National Minimum Wage: £12.71/hour (age 21+) from 1 April 2026, the same across the UK. Legally enforceable.
Statutory Sick Pay: £123.25/week, or 80% of your average weekly earnings if lower, from the first full day of sickness (from 6 April 2026, across the UK).
Safe working environment: Employers must take reasonable steps to protect your health and safety.
No discrimination: in England, Wales and Scotland, employers must not discriminate because of any of the 9 protected characteristics in the Equality Act 2010. Northern Ireland has its own equality laws.
Flexible working requests: England, Wales and Scotland: from day one, with a decision (including any appeal) within 2 months. Northern Ireland: after 26 weeks of service, one request in 12 months.
🆕 Day-one rights expanded from 6 April 2026
Under the Employment Rights Act 2025, paternity leave and 18 weeks' unpaid parental leave became day-one rights in England, Wales and Scotland. Statutory Sick Pay now has no waiting days across the UK. The paternity and parental leave changes do not apply in Northern Ireland.
Day-one obligations
From your very first day, your employer must:
Provide a written statement of particulars covering pay, hours, holiday, notice and sickness (in Northern Ireland, within 2 months of starting)
Pay at least the National Minimum Wage for your age group
Provide a safe workplace under health and safety law
Not unlawfully discriminate against you
Pay Statutory Sick Pay from day one of sickness (from 6 April 2026)
Allow you to request flexible working and decide within 2 months (England, Wales and Scotland; in Northern Ireland after 26 weeks of service)
Holiday, breaks and working time
5.6 weeks (28 days full-time) paid holiday per year. Minimum 20-minute break for shifts over 6 hours. Maximum average 48-hour working week (though you can voluntarily opt out). Rest breaks are legal rights — your employer cannot routinely deny them.
Family leave obligations
Employers must support family leave:
Maternity leave: 52 weeks. SMP is paid for up to 39 weeks: 90% of average weekly earnings for the first 6 weeks, then £194.32/week or 90% of average weekly earnings if lower
Paternity leave: Up to 2 weeks, from day one in England, Wales and Scotland (from 6 April 2026); 26 weeks of service in Northern Ireland. Statutory Paternity Pay is £194.32/week or 90% of average weekly earnings if lower, and still needs 26 weeks of service
Unpaid parental leave: 18 weeks per child up to age 18, from day one in England, Wales and Scotland (from 6 April 2026)
Protection: Dismissal for taking family leave is automatically unfair
Redundancy obligations
If making redundancies: statutory redundancy pay (2+ years' service), proper notice, collective consultation where 20 or more redundancies are proposed at one establishment within 90 days (at least 30 days before the first dismissal for 20–99 redundancies; for 100+, 45 days in England, Wales and Scotland and 90 days in Northern Ireland). In England, Wales and Scotland, from 6 April 2026 the max protective award for failure to consult doubled to 180 days' gross pay per employee. In Northern Ireland it is still up to 90 days' pay.
1
Identify which obligation was breached
Be specific about dates, amounts and what your employer failed to do.
2
Check your written statement
It's the baseline for what you've been promised. Contractual and statutory rights work alongside each other.
3
Raise it with your employer in writing
Give a reasonable chance to respond before escalating.
4
Lodge a formal grievance if needed
Follow your employer's grievance procedure. In England, Wales and Scotland the Acas Code of Practice sets out the basic steps; in Northern Ireland, ask the Labour Relations Agency.
5
Report to the relevant authority
Minimum wage: HMRC, on behalf of the Fair Work Agency. Statutory Sick Pay disputes: HMRC's Statutory Payment Dispute Team. Health and safety: HSE (Northern Ireland: HSENI). Discrimination: ask Acas (Northern Ireland: the Equality Commission).
6
Consider an employment tribunal claim
For most breaches, ACAS early conciliation (the LRA in Northern Ireland) is the first step before tribunal. Time limits apply.
Frequently asked questions
My employer hasn't given me a contract — is that legal?
In England, Wales and Scotland, employers must give the principal written statement on the first day. In Northern Ireland, employees must get a written statement within 2 months of starting. If you haven't received one, request it in writing.
Can my employer change my contract without asking?
No — not unilaterally. Imposing changes to pay, hours or role without agreement is a breach of contract.
What must my written statement include?
Employer and employee names, start date, pay rate, hours, holiday entitlement, sick pay rules, notice period, pension, and any collective agreements.
Can my employer refuse holiday?
They can control timing but cannot prevent you from taking your statutory 5.6 weeks. When you leave, they must pay you for statutory holiday you have not taken.
My employer is late paying me — what can I do?
Late payment is an unlawful deduction. Raise it in writing immediately. ACAS conciliation (the LRA in Northern Ireland) and tribunal are options if unresolved. Time limits apply.
Do I get breaks at work?
Yes — at least 20 minutes uninterrupted for shifts over 6 hours. Young workers (under 18) have stronger rights.
Can my employer make me work more than 48 hours a week?
Not without your written voluntary consent (the opt-out). They cannot make you opt out as a condition of employment.
⚠ Important disclaimer: England, Wales, Scotland and Northern Ireland as at July 2026. General legal information only — not legal advice. Verify with ACAS, GOV.UK or Citizens Advice before acting. ukworkrights.co.uk — Not a law firm.