Employment Law

Employment law and employment rights covers a wide variety of different aspects and circumstances. Our employment law services are designed to be flexible, cost effective and above all, to obtain the best result for employee clients with the minimum of stress and cost. We will consider no win, no fee for appropriate cases.

The following is a summary of the most important employee rights

  • To work on average no more than 48 hours per week, with minimum rest periods and breaks
  • Protection from being required to work on Sundays
  • National Minimum Wage
  • To receive itemised pay statements
  • Pay should not be unlawfully deducted
  • To receive pay during suspension on medical grounds
  • To receive equal pay
  • To receive minimum paid holidays  per year (5.6 weeks including public holidays)
  • Statutory maternity & paternity leave
  • Emergency time off (unpaid) to care for a dependant
  • To receive time off for public duties
  • To a safe system of work (health and safety policy, information and training, first aid facilities and risk assessments)
  • Not to be discriminated against on the grounds of sex, race, pregnancy, age, religion or belief, sexual orientation or disability
  • If a part-time worker, to be treated no less favourably than full-timers
  • If on a fixed-term contract, to be treated no less favourably than permanent employees
  • To be accompanied during formal disciplinary and grievance meetings by a fellow worker or Trade Union representative (not including investigatory meetings)
  • Protection against  dismissal for bringing a health and safety complaint
  • Not to be dismissed because of pregnancy or childbirth
  • Not to be dismissed or subjected to a detriment for making disclosures of wrongdoing to the employer (”whistleblowing”)
  • Against  dismissal as a direct result of a business transfer
  • To receive, subject to exceptions, Statutory Sick Pay
  • Payment for minimum notice period on termination of employment
  • To receive written statement of Terms and Conditions of Employment within 8 weeks of commencement
  • Right to request flexible working  (after 6 months employment)
  • Not to be unfairly dismissed
  • Statutory Redundancy Pay after 2 years employment
  • Time off to look for work in a redundancy situation after 2 years employment

FAQs about:
Employment Law

EMPLOYMENT SOLICITOR NORTHAMPTON

What is the difference between non-competition and  non-solicitation clauses ?

A non-competition clause prevents an employee from competing with the employer after the employment is terminated. This means that when the employee's employment comes to an end, he or she cannot take a job at a business which is in direct competition with the Employer.

View all FAQs


Tips and Documents

There are no documents attached to this page