My rights in the workplace uk

In the last 20 years, the number of people diagnosed with diabetes in the UK has more than doubled. By , projections suggest that there will be more than 5 million people living with diabetes. In most occupations, there is no legal obligation for you to tell your employer that you have diabetes. You can give your employer the opportunity to give you any support you need. You do have legal rights relating to your job if you have diabetes.

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My rights in the workplace uk

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Content:

• A Guide to Human Rights in the UK Workplace
• Health & Safety Rights & Responsibilities at Work
• Access to work
• My colleague has raised a grievance against me. What should I do?
• UK Weather Warning – What Does The Law Say On Employee Rights During Ice & Snow?
• My career options
• Call Back Form
• In the workplace
• Your rights at work
• Right to work in the UK – guidance for candidates

WATCH RELATED VIDEO: Employment Rights UK - Know Your Employee Rights - Seb of Revorec

A Guide to Human Rights in the UK Workplace

If you are an employee , you will have a contract of employment. If you are an 'employee' then you gain extra rights, but you may have to work for a qualifying period.

This means the rights do not start on your first day of your job, but only after you have had the same employer for a period of time. This section sets out the extra rights employees enjoy and how long you have to wait for them. Rights when you apply for a job. If you have a disability, you have the right to ask for reasonable adjustments to the recruitment process. You have the right not to be asked questions about your health or previous sickness record, with a few narrow exceptions.

You have the right not to disclose a spent conviction, unless you are applying for a job in certain specific sectors, including working with young people and vulnerable adults. Rights from your first day at work. There is a legal contract in place as soon as you agree to work in return for wages , even if it is not written down.

Like all workers , you must be given a document called a written statement of employment particulars on or before your first day on the job. Although this is not your employment contract, it is good evidence of your contract. Strictly speaking, your employer does not have to give you this for two months, but good employers will give it to you as soon as you start work, so you know what the rules are.

You have the right to receive an itemised payslip listing gross wages, deductions and net wages. If your pay varies depending on your hours, your payslip must also show the number of hours you have worked. You have a right not to have deductions with some exceptions such as for tax made from your pay, unless your employer has the contractual power to make the deductions in your employment contract and you have agreed to them in advance. You have all the rights and obligations in your contract of employment, such as to wages, hours and holidays.

Your contractual rights cannot be worse than your statutory rights for example, your pay cannot be lower than the National Minimum Wage for your age. You have the right to a safe workplace and to protection of your health, safety and welfare at work. You have the right not to attend work and to withdraw from your workplace in circumstances of serious and imminent danger to your health and safety.

You should only take this step after taking advice from Citizens Advice or your union. You have the right to a paid maternity suspension if you are pregnant, a new mother, or breastfeeding if your work threatens your safety or that of your child and there is no other suitable job for you.

The SSP rules have been modified temporarily during the coronavirus pandemic. You can find the most up-to-date position on the GOV. UK website.

You have the right to equal pay with members of the opposite sex doing the same job, a similar job, or a job of equal value to your job. You have the right to a reasonable amount of unpaid time off for public duties , for example as a school governor. You have the right to paid time off for medical appointments if you are pregnant. You can take unpaid time off to accompany a pregnant partner to two antenatal appointments. You have rights to time off, paid and unpaid, for adoption appointments.

You can take unpaid time off to deal with unexpected emergencies involving family members or people who rely on you for their care. You have the right to reasonable paid time off for duties and training as a union rep , safety rep or a union learning rep, in a workplace where a union is recognised. You have the right to reasonable unpaid time off as a union member to engage in union activities where a union is recognised.

You have the right to take a trade union representative or fellow worker into a disciplinary or grievance hearing. You can claim wrongful dismissal if your employer sacks you without giving you the agreed notice. Although you need more service before you are able to claim general unfair dismissal , you can already complain about dismissal on certain grounds e.

If you are dismissed when pregnant or when taking maternity or adoption leave, you have the right to written reasons for your dismissal, whether or not you ask for them. You have a right not to be unfairly dismissed for your political views. Rights after a month. You must be given one week's notice of dismissal or more, if your contract entitles you to longer notice. You must be paid medical suspension pay if you are suspended on certain medical grounds, such as where there is a threat to health caused by exposure to lead, rubber, chemicals or radioactive substances.

You must be paid statutory lay-off pay if you are laid off or put on "short-time working" this is where you are paid less than half a week's pay, because there is less work to do. Rights after 26 weeks. You have the right to ask to work flexibly. You have the right to ask for time off to train if your employer has more than employees. Some family-friendly rights depend on you having been employed for 26 weeks at the end of the 15th week before the due date or matching date for adoption or your baby.

These include:. You can read about these in our separate section on family-friendly work. You have the right to take parental leave unpaid. Rights after two years' service. Once you have been working for two full years, you can claim unfair dismissal in the employment tribunal.

If your employer dismisses you just before you have worked the full two years needed to claim unfair dismissal, an employment tribunal will add to your service the statutory notice your employer should have given you unless you were dismissed for gross misconduct. This is to stop employers deliberately cutting short your notice to prevent you from bringing a claim. You can claim statutory redundancy pay if you are dismissed due to redundancy. The amount of redundancy pay due depends on your age, your pay and your length of service.

There is a statutory cap on the amount paid that normally changes every year. You have a right, on request, to written reasons for your dismissal.

If you were dismissed including redundancy while you were pregnant or on maternity or adoption leave, you have this right from day one of your employment, whether or not you make a request. The time limits for bringing claims in the employment tribunal are very short and very strict. Acas early conciliation is free of charge. Unless you take this first step within the time limit for bringing your tribunal claim, you will not be allowed to bring it.

Don't leave it to the last minute. Make sure you allow enough time to make your application to the tribunal within the time limit. Agency workers also have a set of specific rights, along with the rights available to all workers. You can read about these in our separate section on the rights of agency workers. Stay up to date with the TUC and get the latest news and get early access.

Join a union. Rights from your first day at work There is a legal contract in place as soon as you agree to work in return for wages , even if it is not written down. You have the right to ask for reasonable adjustments if you have a disability.

Rights after a month You must be given one week's notice of dismissal or more, if your contract entitles you to longer notice. Rights after 26 weeks You have the right to ask to work flexibly You have the right to ask for time off to train if your employer has more than employees.

Rights after two years' service Once you have been working for two full years, you can claim unfair dismissal in the employment tribunal. Note: This content is provided as general background information and should not be taken as legal advice or financial advice for your particular situation. Make sure to get individual advice on your case from your union, a source on our free help page or an independent financial advisor before taking any action.

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Health & Safety Rights & Responsibilities at Work

It has something for all the family — discrimination, some victimisation, a touch of whistleblowing and a light dusting of trust and confidence. However, on its second trip to the Employment Appeal Tribunal at the start of this year, a new question was up for consideration — is it necessarily dismissible conduct to record covertly a meeting with your employer? Stockman was not dismissed for that reason, but the question arose in connection with the calculation of her unfair dismissal compensation. If it were conduct warranting dismissal, should there be some greater deduction from that money to reflect the probability that if she had not been dismissed when she was, she would have been sacked when Phoenix House discovered what she was doing?

Access to work

Last updated: November 29, Author - Chris Morse. In , the UK, much like the rest of the world, was in the thick of the global recession: UK unemployment had climbed to 8. The UK Government wanted to drive recruitment and giving employers more flexibility was one way to do that. It is however vital that employers realise there are still claims that can be made in that first two year period. The Equality Act protects employees with protected characteristics against discrimination regardless of their length of service. There can often be crossover between automatically unfair dismissal and discrimination. For example, dismissal for reasons connected with pregnancy or maternity would be automatically unfair and would also be discriminatory. This is something to consider if employees are complaining about the risk to their health from returning to work during a pandemic.

My colleague has raised a grievance against me. What should I do?

Employers should fully understand employment rights and the role of equal opportunities, practices and procedures relating to older workers. Recent years have seen the introduction of various policy reforms to encourage the participation and retention of older workers in employment. It is generally unlawful for an employer to discriminate on the grounds of age - ie to treat individuals of any age less favourably than others on the grounds of age. To avoid age discrimination , you should check that your recruitment process is non-discriminatory. For example, aim to place advertisements in publications read by a range of age groups.

UK Weather Warning – What Does The Law Say On Employee Rights During Ice & Snow?

Many people have issues with work colleagues at some point during their working lives. Here we detail what you should do if your collegaue raises a grievance. Most people will have issues with work colleagues at some point during their working lives…. Sad but true. These issues can range from petty arguments which are quickly forgotten to serious longstanding disputes. Whatever the issue, if you don't get on with your work colleagues or management, work can become a nightmare!

My career options

JavaScript is not enabled on your browser. This website uses JavaScript to deliver features to users. Consider turning on JavaScript to get full features. See Accessibility Statement for more information. If you are looking after someone who is older or has disabilties you are protected under the Equality Act against direct discrimination or harassment because of your caring responsibilities.

Call Back Form

Everyone has rights in the workplace. Employee rights are the moral or legal entitlement an employee has to have or do something, as pertaining to work to ensure fair treatment. However, these rights vary depending on your employment status, for example whether you are a worker or an employee.

In the workplace

RELATED VIDEO: Video 113 - rights and responsibilities in the workplace

Though it may not always feel like, employees always have certain rights and responsibilities in the workplace. Workers in the United Kingdom are entitled to certain health and safety protections, a workplace free of discrimination and harassment, protection of basic human rights and representation such as in a union or by a rights watchdog agency. Health and Safety Every worker in the United Kingdom has the right to work in an environment where risks to their health and safety are minimised as much as possible. These risks must be consistently controlled, meaning that it is the responsibility of every employer and employee to cooperate in contributing to healthy, safe working environments. Not only do health and safety regulations govern the physical health of workers in the workplace, but the mental and emotional health as well.

Your rights at work

It is essential that, as an employer, you are knowledgeable about employment legislation and laws. It is legislation that governs employer and employee relationships, including trade unions. We find the employment rights in the UK in various acts, regulations and laws. Failing to follow these correctly and violating employee rights in the UK could allow staff to bring claims to an employment tribunal. The law exists to regulate relationships and interactions between employers and their employees. Work regulations aim to ensure a fair process is held in all areas of the business, be that in recruitment or dismissals.

Right to work in the UK – guidance for candidates

If you are involved in an accident at work, it can leave you unable to work and could even lead to far reaching consequences. This could include disabling injuries and substantial financial losses. Your injuries could prevent you from pursuing your favourite pastimes and hobbies which you would have a right to be compensated for. With this in mind, seeking compensation can help you get through a difficult time both financially and psychologically if the injuries you suffered were due to the negligence of someone else, whether it was your employer or a fellow worker.