Am I entitled to redundancy pay?

You are entitled to statutory redundancy pay if you have worked for your employer for at least 2 continuous years. The amount depends on your age, length of service and weekly pay, capped at £751 per week.

What is unfair dismissal?

Unfair dismissal occurs when your employer dismisses you without a fair reason or without following a fair procedure. You need 2 years of service to claim, reducing to 6 months from January 2027.

When is statutory sick pay paid?

Statutory Sick Pay (SSP) is now paid from Day 1 of illness following the Employment Rights Act 2025. The current rate is £123.25 per week for up to 28 weeks.

⚖ Important — Please Read Before Continuing

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1. This is guidance — and only ever guidance

Everything produced by ukworkrights.co.uk is general guidance. It is not legal advice. It is not a substitute for advice from a qualified solicitor. Never treat it as the final word — use it as a starting point, then check and take responsibility for any action you take.

2. AI can make mistakes

The guidance is generated by artificial intelligence. AI can and does make mistakes — wrong dates, wrong figures, wrong legal references, missed nuances. Read everything carefully. If the matter is serious, get it checked by ACAS, Citizens Advice, or a qualified solicitor before acting on it.

3. Verified figures and guidance sources

Statutory figures (such as rates for minimum wage, SSP, redundancy, pension contributions, council tax bands, flight compensation amounts, and benefit rates) are verified against GOV.UK, ACAS, Citizens Advice, and relevant regulatory bodies. Laws and rates change regularly. Always verify important figures at gov.uk before making decisions or taking action.

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6. Useful Official Resources

ACAS — Free employment advice: 0300 123 1100 — acas.org.uk
Citizens Advice — Free legal guidance: 0800 144 8848 — citizensadvice.org.uk
GOV.UK — Official UK government guidance: gov.uk
ICO — Data protection queries: 0303 123 1113 — ico.org.uk
Financial Ombudsman — Financial disputes: 0800 023 4567 — financial-ombudsman.org.uk
Energy Ombudsman — Energy disputes: ombudsman-services.org/energy
NHS — Healthcare guidance: nhs.uk
Veterans UK: 0808 1914 218
Benefits helpline: 0800 169 0310

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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 verified: July 2026📚 Sources: GOV.UK, ACAS, HSE, ERA 1996 & 2025🇬🇧 Applies across the UK

⚖ Know Your Rights at a Glance

Written statement of particulars: Must be provided from day one — covering pay, hours, holidays, sickness and notice.
National Minimum Wage: £12.71/hour (age 21+) from 6 April 2026. Legally enforceable.
Statutory Sick Pay: £123.25/week from day one of sickness (from 6 April 2026).
Safe working environment: Employers must take reasonable steps to protect your health and safety.
No discrimination: Employers must not discriminate on any of the 9 protected characteristics.
Flexible working requests: Must be considered from day one — employer must respond within 2 months.

🆕 Day-one rights expanded from 6 April 2026

Under the Employment Rights Act 2025, new day-one rights include: Statutory Sick Pay (no waiting days), paternity leave, and 18 weeks' unpaid parental leave.

Day-one obligations

From your very first day, your employer must:

Provide a written statement of particulars covering pay, hours, holiday, notice and sickness
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 respond within 2 months

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 at £194.32/week for up to 39 weeks
Paternity leave: Up to 2 weeks from day one (from 6 April 2026), paid at £194.32/week
Unpaid parental leave: 18 weeks per child up to age 18, from day one (from 6 April 2026)
Protection: Dismissal or detriment for taking family leave is automatically unfair

Redundancy obligations

If making redundancies: statutory redundancy pay (2+ years' service), proper notice, collective consultation (30 days for 20–99 redundancies, 45 days for 100+). From 6 April 2026, the max protective award for failure to consult doubled to 180 days' gross pay per employee.

Identify which obligation was breached

Be specific about dates, amounts and what your employer failed to do.

Check your written statement

It's the baseline for what you've been promised. Contractual and statutory rights work alongside each other.

Raise it with your employer in writing

Give a reasonable chance to respond before escalating.

Lodge a formal grievance if needed

Follow your employer's grievance procedure or, if none exists, the ACAS Code.

Report to the relevant authority

NMW/holiday/SSP: Fair Work Agency. Health and safety: HSE. Discrimination: EHRC.

Consider an employment tribunal claim

For most breaches, ACAS early conciliation is the first step before tribunal. Time limits apply.

💬 Check Your Rights Against Your Employer

Describe what your employer has done and get guidance on whether your rights have been breached.

Use the Free Checker →

Frequently asked questions

My employer hasn't given me a contract — is that legal?

Employers must provide a written statement of particulars from day one. 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. Unused statutory holiday must be paid.

My employer is late paying me — what can I do?

Late payment is an unlawful deduction. Raise it in writing immediately. ACAS conciliation 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.

📞 Free help and support

ACAS: 0300 123 1100

Fair Work Agency: gov.uk

HSE: 0300 003 1747 — workplace safety

Citizens Advice: 0800 144 8848

⚠ 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.