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What Are My Employment Rights?

Database Guide

This article applies to England, Wales and Scotland. It is not tailored to Northern Ireland.

Your employment rights aren't one-size-fits-all – they depend on your specific situation.

If you're wondering what rights you have at work, you're asking an important question. The answer isn't always straightforward because UK employment law gives different rights to different types of workers. Your rights depend on factors like your employment status, how long you've worked somewhere, and the type of work you do.

This article explains what determines your rights, the key laws that protect you, and where to get help understanding your specific situation.

Your Rights Depend on Several Factors

Employment rights in the UK aren't automatic or universal. Two people doing similar work might have completely different rights based on their employment arrangements. Understanding this helps explain why your colleague might be entitled to something you're not (or vice versa).

Think of your rights as building blocks – you start with basic rights that apply to almost everyone, then additional rights get added based on your specific circumstances.

Factors That Affect Your Rights

1. Your Employment Status

This is the biggest factor. UK law recognises three main categories:

Employees have the most rights:

  • Unfair dismissal protection (after 2 years)
  • Redundancy pay
  • Statutory sick pay
  • Maternity/paternity leave and pay
  • All worker rights (below)

Workers have basic rights:

  • National minimum wage
  • Paid holiday
  • Rest breaks
  • Protection from discrimination
  • Protection for whistleblowing

Self-employed have fewer employment rights:

  • Protection from discrimination (in some cases)
  • Health and safety protections

Not sure which you are? Check your contract, but remember – what matters is the reality of your working arrangement, not just what your contract says. (Gov.uk has a tool to check: www.gov.uk/employment-status)

2. Length of Service

Some rights kick in immediately, others need qualifying periods. It's also important to be aware when thinking about this, it's important to consider your 'continuous length of service' as this may also affect your rights. See https://www.gov.uk/continuous-employment-what-it-is for more information. This is an example of some rights eligibility based on length of service (as of Aug 2025):

From day one:

  • Protection from discrimination
  • National minimum wage
  • Health and safety protections
  • Whistleblowing protection

After 1 month:

  • Written statement of employment terms

After 26 weeks:

  • Statutory maternity/paternity pay
  • Request flexible working

After 2 years:

  • Unfair dismissal protection (with exceptions)
  • Statutory redundancy pay

3. Type of Work

Certain sectors have additional protections:

  • Agency workers – equal treatment rights after 12 weeks
  • Fixed-term workers – protection from less favourable treatment
  • Part-time workers – equal treatment with full-time colleagues
  • Young workers – special rules on hours and breaks

4. Personal Characteristics

You have extra protections if you have "protected characteristics":

  • Age
  • Disability
  • Gender reassignment
  • Marriage/civil partnership
  • Pregnancy/maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation

5. Location and Size of Employer

  • Some rights only apply to larger employers
  • Different rules may apply in different UK nations
  • International companies may have additional policies

Key Laws That Determine Your Rights

Your employment rights come from various Acts of Parliament. The main ones are:

Employment Rights Act 1996 The foundation of UK employment law. Covers:

Equality Act 2010 Protects you from discrimination based on:

  • Protected characteristics
  • Equal pay
  • Reasonable adjustments for disabilities
  • Harassment and victimisation

Working Time Regulations 1998 Sets out:

  • Maximum 48-hour working week
  • Rest breaks
  • Paid annual leave
  • Night work limits

National Minimum Wage Act 1998 Guarantees minimum pay rates based on age

Health and Safety at Work Act 1974 Your employer's duty to keep you safe

Trade Union and Labour Relations Act 1992 Rights to join unions and take industrial action

Employment Relations Act 1999 Family-friendly rights and union recognition

How yerty can help?

Yerty is built for UK workers to help them understand their rights and navigate employment disputes. Although we can't give you legal advice, we can equip you with tools and resources to support you.

Use Yerty's Free Assessment and Rights Checker

Yerty offers free tools to help you understand your employment rights:

Free initial assessment:

  • Answer simple questions about your work situation
  • Get a personalised overview of your likely employment status
  • Understand which rights probably apply to you
  • See more at www.yerty.co.uk/rights-assessment

Rights checker:

  • See detailed explanations of each right
  • Learn when and how they apply
  • Understand what they mean in practice
  • Get examples relevant to your situation

Yerty's Stage Packages

Whether you're exploring your rights, going through internal processes, or navigating ACAS early conciliation, we have packages designed for each stage of your journey.

Each package includes:

  • Templates - Ready-to-use letters and forms for grievances, appeals, and tribunal claims
  • Tasks - Step-by-step checklists so you don't miss anything important
  • Tools - Interactive guides to help you understand your situation
  • Calculators - Work out potential compensation, redundancy pay, notice periods

We've built these resources based on UK employment law and real worker experiences, giving you practical support at every stage.

For more information see www.yerty.co.uk/platform

Access at: app.yerty.co.uk/signup

Remember: While these tools help you understand your rights, they provide information, not legal advice. When unsure about your specific situation, speak to a solicitor who can review your exact circumstances.

What to Do If You Think Your Rights Have Been Breached

Discovering your rights might be violated is stressful, but you have options:

1. Check you're right

  • Use yerty's rights checker to explore UK rights
  • Check your contract and employee handbook
  • Speak to a solicitor when unsure
  • Look at relevant sections on Gov.uk

2. Document everything

  • Write down dates, times, what happened
  • Keep emails, texts, letters
  • Note any witnesses
  • Start immediately – memories fade

3. Raise it informally (if safe to do so)

  • Talk to your manager or HR
  • Explain the issue clearly
  • Give them a chance to fix it
  • Keep notes of conversations

4. Formal grievance

  • If informal doesn't work
  • Follow your employer's procedure
  • Put it in writing
  • Keep copies of everything

5. Get support

  • ACAS: Free, impartial advice (0300 123 1100)
  • Citizens Advice: General employment help
  • Your union: If you're a member
  • Solicitor: For complex cases or if much at stake

6. Consider external action

  • ACAS early conciliation (required before tribunal)
  • Employment tribunal (strict time limits apply)
  • Civil court (for some contract claims)

Time limits matter: Most tribunal claims must start within 3 months minus 1 day. Don't delay if you're considering formal action. You can find out more about time limits at www.yerty.co.uk/guides/workplace-deadlines-time-limits

The Reality About Employment Rights

Employment rights exist to protect you, but they're complex. That's why it's important to:

  • Understand the basics (this article helps with that; explore the official government sources linked)
  • Check what applies to your situation (yerty's tools can help)
  • Get legal advice from an employment lawyer when unsure

Your rights are there to ensure fair treatment at work. While not every workplace issue involves a breach of rights, knowing what you're entitled to helps you:

  • Recognise when something's wrong
  • Have informed conversations with your employer
  • Know when to seek help
  • Protect yourself from exploitation

Remember

  • Your employment rights depend on multiple factors
  • Employment status (employee vs worker) makes the biggest difference
  • Some rights need qualifying periods
  • Free tools like yerty's assessment can help you understand your situation
  • When in doubt, get professional advice
  • Act quickly if you think rights are breached – time limits are strict

Understanding your rights is the first step to protecting them. While this information helps you understand the framework, remember that every situation is unique. Use the resources available, ask questions, and don't be afraid to seek help when you need it.

Sources

employment rightsworker rightsemployee rightsUK employment lawemployment statuscontinuous serviceprotected characteristicsEmployment Rights ActEquality Actyerty platformrights checkeremployment protectionworkplace rights

Legal Disclaimer

The information provided in this guide is for general informational purposes only and does not constitute legal advice. While we strive to ensure accuracy, employment law is complex and constantly evolving. Your specific circumstances may require different considerations. For advice tailored to your situation, please consult with a qualified employment law professional or solicitor.

For more information, see www.yerty.co.uk/legal-disclaimer