Most employment tribunal claims must be started within 3 months less one day of the event complained of — but ACAS Early Conciliation can pause the clock. Here's exactly how the deadlines and extensions work.
Employment and Support Allowance comes in contribution-based (New Style) and income-related forms, with very different eligibility rules and interaction with Universal Credit. Here's how they differ in 2026.
Fixed-term employees have almost the same statutory rights as permanent staff, plus specific protections against less favourable treatment and against repeated renewals. Here's the full picture for 2026.
Since April 2024, flexible working is a day-one right in the UK — with 2 requests allowed per year and a 2-month employer response window. Here's exactly how the process works in 2026.
Carer's Credit and other NI credits fill gaps in your National Insurance record while you're caring for someone, protecting your qualifying years for the State Pension without paying Class 3 contributions.
Statutory Neonatal Care Leave gives parents up to 12 weeks off if their baby needs neonatal care. Here's how the leave and pay work in 2026, who qualifies, and how it fits with maternity and paternity leave.
Parental Bereavement Leave gives parents 2 weeks off if their child dies under 18, or is stillborn after 24 weeks of pregnancy — a day-one right, with statutory pay for those with enough service. Here's how it works.
Part-time workers must not be treated less favourably than comparable full-time colleagues — pay, holiday, and benefits are all worked out pro rata by hours. Here's how the rules work in practice.
The Employment Rights Bill and government review are set to reshape paternity leave — from a day-one right to take leave, to proposals for longer paid leave. Here's where things stand in 2026.
PIP is decided by points scored across daily living and mobility descriptors, not by diagnosis. Here's how the 8-point threshold works, what the descriptor categories are, and how reliability is judged.
A probationary period doesn't strip away your basic statutory rights — minimum wage, holiday, and protection from discrimination all apply from day one, even though unfair dismissal protection takes longer.
Employees on maternity leave (and now extended protected periods) get priority over other employees for suitable alternative vacancies during redundancy. Here's how the protection works and what a breach looks like.
