Your Core Employment Rights
Whatever your job, a floor of statutory rights applies — many from your very first day. The Employment Rights Act 2025 is being brought into force in stages: sick pay and family-leave improvements arrived on 6 April 2026, while the new six-month unfair-dismissal qualifying period does not start until 1 January 2027, so the two-year rule still applies today. This guide states the position in Great Britain as at July 2026.
Last updated: 2026-07-30
Your Rights
Written Terms on Day One
Employees and workers are entitled to a written statement of employment particulars — pay, hours, holiday, job title, probation and more — given no later than the beginning of employment, with a wider statement (pensions, disciplinary and grievance procedures) within two months.
The National Minimum Wage
From 1 April 2026 the National Living Wage is £12.71 an hour for workers aged 21 and over, £10.85 for 18 to 20-year-olds, and £8.00 for under-18s and apprentices. Rates change every 1 April, and underpayment can be reported to HMRC, which can force repayment and fine the employer.
5.6 Weeks' Paid Holiday
Almost all workers — including part-time, casual and zero-hours staff — are entitled to 5.6 weeks' paid annual leave (28 days for a five-day week, pro-rata for fewer days, capped at 28 days). Bank holidays can count towards it but do not have to be extra.
Statutory Sick Pay From the First Day of Sickness
Since 6 April 2026 the three 'waiting days' and the lower earnings limit have been abolished: SSP of up to £123.25 a week is paid by your employer from the first day you are off sick, for up to 28 weeks, and low earners are no longer excluded.
Statutory Minimum Notice
Once you have a month's service your employer must give at least one week's notice of dismissal, rising to one week per year of service from two to twelve years, and twelve weeks after twelve years. Your contract can give more, never less.
Protection From Unfair Dismissal
Employees have the right not to be unfairly dismissed. Ordinary unfair dismissal currently requires two years' continuous service, but for dismissals taking effect on or after 1 January 2027 the qualifying period falls to six months. Dismissals for automatically unfair reasons — such as whistleblowing, pregnancy or asserting statutory rights — need no qualifying service at all.
Day-One Paternity and Unpaid Parental Leave
From 6 April 2026 the qualifying-service requirements for paternity leave and unpaid parental leave were removed, so these are day-one rights, and paternity leave can now be taken after shared parental leave. Maternity leave was already a day-one right.
Common Myths
No written contract means you have no rights.
Statutory rights apply whether or not anything is written down — and you are legally entitled to a written statement of your main terms no later than your first day of employment.
Sick pay only starts on your fourth day off.
The waiting days were abolished on 6 April 2026. Statutory Sick Pay now runs from the first qualifying day of sickness, and the earnings threshold that excluded the lowest-paid has been removed.
Unfair dismissal is now a day-one right.
No. The Employment Rights Act 2025 as enacted sets a six-month qualifying period, not day one — and even that only applies where the dismissal takes effect on or after 1 January 2027. Until then the two-year rule applies, though automatically unfair reasons have never needed qualifying service.
Apprentices don't get a minimum wage.
Apprentices under 19, or 19-plus in their first year, must get at least the apprentice rate (£8.00 from April 2026). After the first year, older apprentices are entitled to the full rate for their age.
Casual and zero-hours workers don't get paid holiday.
Almost all people classed as workers are legally entitled to 5.6 weeks' paid holiday a year, accrued pro-rata however irregular their hours.
What To Do
Get Your Written Statement
If you did not receive a written statement of particulars on day one, ask for it in writing — the obligation is your employer's, and a tribunal can award compensation for failure alongside another claim.
Check Your Pay Against the Current Rates
Compare payslips with the rates in force since 1 April 2026 (£12.71 at 21+). If you are underpaid, raise it with your employer and report it to HMRC via the GOV.UK minimum wage complaint service — you can do this anonymously.
Keep Records
Save your contract, payslips, rotas, sickness dates and any relevant messages. Most employment disputes are won and lost on documentation.
Raise a Grievance
Put problems in writing through your employer's grievance procedure first. Tribunals expect the Acas Code to be followed and can adjust awards where it is not.
Call Acas Early
Acas gives free, impartial advice (0300 123 1100) and runs the early conciliation scheme you must normally use before lodging a tribunal claim.
Watch the Deadline
Most tribunal claims must be started (via Acas early conciliation) within three months less one day of the dismissal or deduction. Missing it usually kills the claim.
Key Legislation
- Employment Rights Act 1996
- National Minimum Wage Act 1998
- Working Time Regulations 1998
- Social Security Contributions and Benefits Act 1992 (statutory sick pay)
- Employment Rights Act 2025 (phased commencement 2026–27)
- Equality Act 2010
Useful Contacts
Acas
Free advice on any work dispute, plus the mandatory early conciliation service before tribunal claims.
Tel: 0300 123 1100
WebsiteGOV.UK — Minimum Wage Complaints
Report underpayment of the National Minimum or Living Wage to HMRC, anonymously if you prefer.
WebsiteCitizens Advice — Work
Free guidance on contracts, pay, sick leave, dismissal and workplace problems.
WebsiteEmployment Tribunals
How to make a claim to an employment tribunal in England, Scotland and Wales.
Website