Employee Rights Every UK Worker Should Know

Understanding your basic rights at work is one of the most important steps you can take to protect yourself and make informed decisions about your career.

Many employees only discover what they are entitled to after a problem arises. At Robin Robison Ltd, we believe every worker should have simple, plain English guidance so they feel confident from day one.

Below is a clear and practical rundown of the rights every UK employee should know.

Your Core Employment Rights

1. Written Statement of Employment Particulars

You have the right to receive a written statement setting out the main terms of your employment on or before your first working day.

Employers must provide this statement to employees and workers no later than the first day of their employment.

This must include your job role, hours, pay, holiday entitlement, notice periods, and how any disciplinary or grievance procedures work. It forms the foundation of your relationship with your employer.

2. Minimum Wage and Fair Pay

Every employee must be paid at least the National Minimum Wage or National Living Wage, depending on age.

Your employer must also provide payslips showing your pay, deductions and hours when pay varies. Many companies have switched over to electronic payslips so be sure to check if you receive these if you don’t get paper form payslips.

You have the right to challenge unlawful deductions and raise concerns if your pay does not match your contract.

3. Paid Holiday Entitlement

Full-time workers are entitled to at least 5.6 weeks of paid holiday a year. Part-time staff receive this on a pro rata basis.

This is also stated on the Government website:

“Most workers who work a 5-day week must receive at least 28 days’ paid annual leave a year. This is the equivalent of 5.6 weeks of holiday. “

You also have protection against being refused your annual leave unfairly or being punished for asking to take it. Holiday pay must reflect your normal earnings, not just basic pay.

4. Sick Pay and Time Off for Illness

If you earn enough to qualify, you are entitled to Statutory Sick Pay for up to 28 weeks. Some employers offer enhanced sick pay where some will only pay statutory so it’s important to clarify this with your employer.

You also have the right to take time off for dependents in emergencies and to request reasonable adjustments if you have a disability under the Equality Act.

5. Protection from Discrimination and Harassment

Every employee is protected from discrimination, harassment and victimisation related to protected characteristics such as age, sex, race, disability, religion or belief, sexual orientation, gender reassignment, pregnancy or marriage.

These rights apply from recruitment through to dismissal. If you feel targeted or treated unfairly, you are protected for raising concerns.

6. Maternity, Paternity and Parental Rights

You have rights around pregnancy, maternity leave, paternity leave, shared parental leave and adoption leave.

This includes paid time off for antenatal appointments, protection from discrimination related to pregnancy and the right to return to your job afterwards.

You can find plenty of information regarding this on the Gov website: https://www.gov.uk/browse/childcare-parenting/pregnancy-birth

7. Flexible Working Requests

All employees with at least 26 weeks of service can make a formal request for flexible working. This could include changes to hours, location or working patterns.

Employers must deal with requests reasonably under UK law and only refuse for valid business reasons.

8. Safe and Healthy Working Conditions

Your employer must take steps to keep you safe, carry out risk assessments and provide necessary training and equipment.

You can refuse to work in unsafe conditions and you are protected against retaliation for raising health and safety concerns.

9. Protection from Unfair Dismissal

After two years of continuous service, most employees gain the right not to be unfairly dismissed. Your employer must have a fair reason and follow a fair process.

Certain dismissals, such as those connected to whistleblowing, discrimination or asserting a statutory right, are automatically unfair from day one.

At Robin Robison, we take on unfair dismissal cases where employees need help fighting for their rights.

10. Notice Periods and Redundancy Rights

Your contract will set out notice periods. In redundancy situations, employees may be entitled to statutory redundancy pay, consultation and fair selection procedures.

Employers must handle redundancies properly and cannot use redundancy to hide unfair dismissal.

If You Need Support

Knowing your rights is empowering, but many employees are understandably unsure how to act when something feels wrong.

At Robin Robison Ltd, we help workers across Kent understand their position and take practical steps to protect themselves.

If you believe any of your rights have been ignored or you feel uncertain about how your employer is treating you, we’re here to give clear, strategic advice so you can move forward with confidence. Contact Robin Robison today.