28 articles tagged with Employment Rights.
Day-one flexible working rights from April 2024, 2 requests per year, 8 grounds for refusal, Acas code, Employment Tribunal rights, and a request template.
There is no dedicated UK statutory 'domestic abuse leave' yet — but existing rights around sick pay, flexible working, safe leave policies and dismissal protection still matter. What's covered in 2026.
How self-certification and fit notes interact with Statutory Sick Pay eligibility in 2026/27 — when a fit note is needed, what it can say, and common employer rule mistakes.
Since late 2024, workers on unpredictable hours have a statutory right to request a more predictable working pattern. How the request process works in 2026 and what pay impact it can have.
How the statutory redundancy pay calculation and its weekly pay cap work for 2026/27, with worked examples showing where the cap starts to bite.
Can you be made redundant during a probation period in the UK? What statutory redundancy pay, notice pay and protections apply — and which don't — for employees dismissed while still on probation in 2026.
How pension rights are protected under TUPE in 2026/27 — what the new employer must match, what is not protected, and what happens to Defined Benefit pensions on a transfer.
The Agency Workers Regulations 2010 give temps equal pay and conditions after 12 weeks in the same job. Here's how the qualifying period works, what changes, and what doesn't.
The Apprentice Rate only applies for your first year or while you're under 19 — after that, your pay jumps to the full age-based minimum wage. Here's exactly how the progression works.
Carer's Leave gives UK employees up to 1 week's unpaid leave a year to care for a dependant with long-term needs. Who qualifies, how to request it, and how it compares to using annual leave.
'Casual worker' isn't a fixed legal category — your actual rights depend on whether you're an employee, worker, or genuinely self-employed. Here's how to work out your status and what it means for pay and protection.
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.
Called for jury service? Here's how the loss of earnings allowance works, who can claim, how to submit a claim to HMCTS, and what your employer is (and isn't) obliged to do.
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.
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.
When several employees do similar work, redundancy selection must use a fair pool and objective, scored criteria. Here's how the process works and what makes a selection unfair.
A UK settlement agreement is only legally binding if the employee gets independent legal advice — and the employer usually pays a tax-free contribution towards it. Here's how the exemption works.
Statutory redundancy pay isn't a flat rate per year of service — it uses an age-banded multiplier that pays more for years worked over 41. Here's exactly how the calculation works.
The statutory redundancy pay cap limits both the weekly pay used in the calculation and the effective maximum payout. Here's exactly why higher earners are affected and when enhanced schemes fill the gap.
TUPE automatically transfers employees, their terms and conditions, and their continuous service to a new employer when a business or service contract changes hands. Here's how it protects you.
Most unpaid internships are illegal in the UK if the intern is doing real work as a 'worker'. Here's how to tell the difference between a genuine work-experience placement and an unlawfully unpaid job.
Making a protected disclosure under the Public Interest Disclosure Act protects employees from dismissal and detriment — with no minimum service requirement and no cap on compensation. Here's how it works.
How holiday pay is calculated for zero-hours and irregular-hours workers in 2026/27, the 12.07% accrual method, rolled-up holiday pay, and a full worked example.
Zero hours workers get 5.6 weeks holiday (28 days pro-rata). From April 2024 the 12.07% rolled-up holiday method applies. New Employment Rights Bill 2026 right to request guaranteed hours explained.
Statutory Maternity Pay (SMP) is paid for up to 39 weeks: the first 6 weeks at 90% of average weekly earnings, then 33 weeks at £194.32/week (2026/27) or 90% of earnings if lower. You qualify if you've worked for your employer for 26 weeks by the 15th week before your due date.
Statutory Redundancy Pay 2026: £751 weekly cap, £22,530 maximum, tax-free up to £30,000. PILON tax rules, consultation rights and employer insolvency explained.
