Employment Advice

 

Nearly all workers have certain legal rights! 

For detailed information about various employment rights please see the details below:

 

Employee or Worker Statutory Rights
For more information about your statutory rights as an employee or worker see the info below. To find out if you are classed as an employee or worker click here
 
  • A written statement of terms and conditions of employment
  • A written statement of reasons for dismissal
  • Protection against unlawful deductions from wages
  • Itemised pay statement
  • Guarantee payment
  • Redundancy payment
  • Insolvency payment
  • Remuneration on suspension on medical grounds
  • National minimum wage
  • To be auto-enrolled into a qualifying pension scheme
  • Statutory maternity pay
  • Statutory sick pay
  • Ordinary statutory paternity pay
  • Additional statutory paternity pay
  • Statutory adoption pay
  • Time off for public duties
  • Time off to look for work or arrange training in the event of redundancy
  • Time off for antenatal care
  • Time off for dependants
  • Time off for pension scheme trustees
  • Time off for employee representatives
  • Time off for study or training (young persons) (where applicable)
  • Time off for members of a European Works Council
  • Time off for trade union officials
  • Time off for trade union activities
  • Time off for trade union learning representatives
  • Time off to act as a companion at a disciplinary or grievance hearing, request for flexible working hearing or request to undertake study or training hearing
  • Parental leave
  • Ordinary maternity leave
  • Additional maternity leave
  • Ordinary paternity leave
  • Additional paternity leave
  • Adoption leave
  • To request flexible working
  • To request to undertake study or training
  • A suspension on maternity grounds
  • Refusal to work on a Sunday (shop and betting workers)
  • Not to be unfairly dismissed
  • Notice of dismissal
  • To be accompanied at a disciplinary or grievance hearing
  • To be informed and consulted about collective redundancies
  • Paid annual leave, rest breaks and the maximum working week
  • As a part-time worker, not to be treated less favourably than a comparable full-time worker
  • As a fixed-term employee, not to be treated less favourably than a comparable permanent employee

 

All Workers
  • Protection against detriment for exercising rights in respect of the National Minimum Wage Act 1998, Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, Working Time Regulations 1998, Public Interest Disclosure Act 1998, the right to be accompanied at a disciplinary or grievance hearing, trade union membership, pensions auto-enrolment
  • Protection for making a protected disclosure

 

 

Employers Only
  • Protection of acquired rights on the transfer of an undertaking
  • Protection against detriment for exercising rights in respect of jury service, health and safety cases, Sunday working for shop and betting workers, pension scheme trustees, employee representatives, study or training, time off for study or training (young persons), leave for family and domestic reasons, tax credits, flexible working, membership of European Works Councils, Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002

 

1For the purposes of statutory maternity pay, an individual is an employee of the organisation if it is responsible for paying her national insurance contributions (or would be responsible but for the employee is under the age of 16). 

2This right does apply to agency workers who have completed the 12-week qualifying period under the Agency Workers Regulations 2010 (SI 2010/93). 

3Under the Employment Rights Act 1996, this right does apply to agency workers who fulfil the eligibility criteria and are returning to work from a period of parental leave. 

4A temporary work agency should end the assignment of an agency worker where necessary to do so on maternity grounds if she has completed the 12-week qualifying period under the Agency Workers Regulations 2010 and the agency is not able to find her suitable alternative work. The worker is entitled to be paid for the intended duration, or likely duration, of the assignment, whichever is the longer. 

 

Contact Jobshop on  Tel: 01782 734800  or  Email: su.jobshop@keele.ac.uk