Legal templates, UK employment laws, key contacts and pay tools — everything you need to protect yourself at work.
Check your pay and working time entitlements — many workers are underpaid without knowing
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Holiday details
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Holiday pay owed
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These tools provide estimates based on statutory minimums. They are not legal advice. Consult ACAS (0300 123 1100) or a trade union for individual guidance.
Tick any statements that apply — this is private and never shared with anyone
This checklist identifies recognised signs of modern slavery, forced labour, and trafficking as defined under the Modern Slavery Act 2015. Tick every statement that applies to your current situation. Use the Save this record button to create a timestamped entry in your account — useful evidence if you later take legal action.
Tick any statements that apply to your situation.
You have legal protections regardless of your immigration status. Contacting the Modern Slavery Helpline will not automatically result in immigration enforcement. Trained advisers can arrange safe accommodation and legal support.
The legislation that protects you at work
The foundation of UK workplace safety law. This Act places a legal duty on employers to ensure the health, safety, and welfare of all employees.
Your Employer Must:
Penalties: Employers who breach this Act can face unlimited fines and up to 2 years imprisonment for serious breaches.
Establishes your fundamental employment rights, including protection against unfair dismissal and the right to raise grievances.
Key Rights:
Important: Being dismissed for reporting workplace violence is automatically unfair, regardless of length of service.
Protects you from discrimination, harassment, and victimization based on protected characteristics.
Protected Characteristics:
Harassment: Unwanted conduct that violates your dignity or creates an intimidating, hostile, degrading, or offensive environment is illegal.
Victimization: Being treated badly because you complained about discrimination is also illegal.
Makes slavery, servitude, forced labour, and human trafficking criminal offenses. This law protects you if your employer is exploiting you.
Signs of Modern Slavery:
If you recognize these signs: Contact the Modern Slavery Helpline on 0800 0121 700 (24/7, confidential). You may be entitled to support, accommodation, and legal assistance.
Penalties for employers: Life imprisonment for modern slavery offenses.
Gives you rights over your personal data. Your employer must handle your information fairly, lawfully, and transparently.
Your Data Rights:
Incident Reports: Your employer can keep incident reports for legitimate reasons (safety, legal defense), but you have the right to see what they've recorded about you.
Make a complaint: If your employer misuses your data, contact the Information Commissioner's Office (ICO) at ico.org.uk
Protects workers who report wrongdoing in the public interest. You cannot be dismissed or victimized for making a protected disclosure.
Protected Disclosures Include:
Who to tell: Your employer, prescribed regulator (HSE, CQC), legal adviser, MP, or in serious cases, the media or police.
Protection: Any dismissal or detriment for whistleblowing is automatically unfair and has no qualifying service period.
Makes harassment a criminal offense. Applies to harassment by colleagues, managers, customers, or patients.
Harassment is: A course of conduct (2+ incidents) that amounts to harassment of another person, and the perpetrator knows or ought to know it amounts to harassment.
This includes:
Criminal Penalties: Up to 6 months imprisonment and/or a fine. You can also apply for a civil restraining order.
Sets maximum weekly working hours and ensures rest breaks. Overwork and fatigue can increase risk of violence.
Your Rights:
Note: Being forced to work excessive hours that put your safety at risk may constitute forced labour under the Modern Slavery Act.
Ensures you are paid at least the legal minimum wage for your age and worker status.
Current Rates (April 2025 – March 2026):
From April 2026:
If you're not being paid: Contact ACAS on 0300 123 1100 or report to HMRC. Not paying minimum wage is a criminal offense.
Note: This applies to ALL workers, including those on work visas. Paying below minimum wage may indicate modern slavery.
Pregnant workers and new parents have extensive legal protections and entitlements.
Maternity Rights:
Paternity Rights:
Protection: It's discrimination to treat someone unfavorably because of pregnancy, maternity, or taking parental leave. Under the Employment Rights Act 2025, dismissal protections for pregnant women and new mothers are further enhanced.
If your job is at risk due to redundancy, you have important rights to consultation, suitable alternative employment, and statutory redundancy pay.
Your Rights:
Unfair redundancy: Being selected for redundancy due to pregnancy, whistleblowing, union activities, or other protected reasons is automatically unfair.
Get advice: Contact ACAS or your union immediately if you're facing redundancy.
If you're too ill to work, you may be entitled to Statutory Sick Pay from your employer.
SSP Entitlement:
Fit note: After 7 days off, you must provide a fit note from your GP or hospital doctor.
Work-related illness: If your illness is caused by workplace conditions (stress, injury, etc.), you may be able to claim compensation. Speak to a solicitor.
Your employer must automatically enroll you into a workplace pension scheme if you're eligible.
Auto-Enrolment Rules:
Your rights: You can opt out, but you'll miss out on employer contributions (free money). If your employer isn't enrolling you or paying contributions, report to The Pensions Regulator.
Contact: The Pensions Regulator - 0345 600 1011 or thepensionsregulator.gov.uk
You have the right to join (or not join) a trade union, and to take part in union activities.
Your Union Rights:
Find a union: TUC (Trades Union Congress) can help you find the right union for your industry - tuc.org.uk/join-union
Victimization: If you're treated badly for union membership/activities, this is automatically unfair and you can claim at employment tribunal with no qualifying service period.
From day one of employment, you have the right to request flexible working arrangements. Updated rules under the Employment Relations (Flexible Working) Act 2023 came into force April 2024.
Types of Flexible Working:
The Process (updated April 2024):
Important: Unreasonably refusing flexible working requests from parents/carers may constitute indirect discrimination under the Equality Act 2010.
In force from 26 October 2024, this Act places a new positive legal duty on employers to proactively prevent sexual harassment in the workplace — not just respond to it after the fact.
What Employers Must Now Do:
Enhanced Compensation:
If an employer fails this duty and you win a sexual harassment claim at tribunal, compensation can be increased by up to 25%. The Equality and Human Rights Commission (EHRC) can also take enforcement action directly against employers.
Report a breach: Contact the Equality and Human Rights Commission at equalityhumanrights.com or bring a claim via ACAS early conciliation.
In force from 6 April 2024, this Act gives employees the right to take unpaid leave to care for a dependant with a long-term care need. The right applies from day one of employment.
Your Entitlement:
Who Counts as a Dependant?
The dependant must have a long-term illness/injury, a disability (under the Equality Act), or care needs related to old age.
Protections:
In force from 6 April 2025, this Act gives parents the right to additional leave and pay when their newborn baby needs neonatal care — on top of maternity or paternity leave.
Eligibility:
Entitlement:
Protections: Dismissal or detriment for taking neonatal care leave is automatically unlawful. Employees returning after 26 weeks or less have the right to return to the same job.
If you work through a recruitment or staffing agency, these Regulations give you important rights — including equal pay and conditions after 12 weeks with the same employer.
From Day One:
After 12 Weeks in the Same Role:
Equal pay includes: basic pay, overtime, shift allowances, performance bonuses, and holiday pay. It does not include loyalty bonuses, enhanced sick pay, or company pensions.
Watch out for "Swedish Derogation": Some agencies use contracts that pay you between assignments to try to avoid the equal pay rule. Get advice from ACAS or your union if you're on such a contract.
Complaints: If your agency or hirer is denying you these rights, contact ACAS on 0300 123 1100 or bring a claim to an employment tribunal within 3 months.
TUPE protects your job and employment terms when the business you work for is sold, merged, or a service contract changes hands (e.g., a cleaning or care contract moves to a new provider).
What TUPE Protects:
The New Employer Cannot:
Your Rights During the Process:
Get advice: If you're facing a TUPE transfer and your employer isn't consulting you, contact ACAS or your trade union immediately.
This Act created a licensing system for labour providers (gangmasters) in agriculture, horticulture, shellfish gathering, food processing, and packaging. Unlicensed gangmasters face up to 10 years imprisonment. The Gangmasters and Labour Abuse Authority (GLAA) enforces this law and investigates labour exploitation across all sectors.
Signs of Labour Abuse:
What the GLAA Does:
Report exploitation: GLAA Intelligence team — 0800 432 0804 (free, 24/7) or gla.gov.uk. You can report anonymously.
Verify your labour provider: All gangmasters in covered sectors must hold a GLAA licence. You can check this for free on the GLAA website.
The Domestic Abuse Act 2021 strengthened protections for victims of domestic abuse in England and Wales. Your employer has a legal duty of care to support you at work if you are experiencing domestic abuse. 1 in 5 victims need to take time off work because of abuse.
What Your Employer Should Do:
Key Definitions Under the Act:
Important Employment Protections:
24/7 National Domestic Abuse Helpline: 0808 2000 247 (Refuge/Women's Aid — free, confidential). For men: ManKind Initiative on 01823 334 244. Emergency: 999 or Silent Call 55.
The most significant overhaul of UK employment law in a generation. Received Royal Assent in December 2025. Changes are being phased in from 2026. This Act benefits over 15 million workers.
Day-One Rights (from April 2026):
Zero-Hours Contract Workers:
Other Major Changes:
Note: The Act is being implemented in stages. Visit gov.uk/employment-rights-bill-factsheets for the latest implementation dates.
Core rights every worker should know
Under the Health and Safety at Work Act 1974, your employer has a legal duty to ensure your health, safety, and welfare at work. This includes protecting you from violence and abuse.
Key Points:
You have the right to report incidents without fear of retaliation. If you face any form of victimization for reporting, this is a separate serious matter that should be reported immediately.
Protected Disclosures: Under the Public Interest Disclosure Act 1998, you are protected from being dismissed or victimized for making a protected disclosure (whistleblowing).
Remember: You can report to your employer, the police, regulatory bodies, or organizations like SafeGuard Workers UK. You do not need permission to report.
You are entitled to support services, including counseling, occupational health referrals, and union representation if you are a member.
Available Support:
You have the right to be informed about the outcome of any investigation and any actions taken as a result of your report.
What You Should Receive:
If you don't receive this information, you can request it in writing. Keep copies of all correspondence.
If you're on a work visa (Skilled Worker, Health and Care Worker visa), you have the same employment rights as UK citizens. Your visa status should never be used to prevent you from reporting incidents.
Important:
Threatening to report you to immigration authorities or revoke your visa because you reported an incident is illegal and constitutes a serious crime. This is a form of modern slavery and should be reported immediately.
Your Rights Include:
If you're concerned about your visa status, contact your union, a legal advisor, or organizations like Migrant Help UK.
From your first day of work, you're entitled to a written statement of your employment particulars.
Must Include:
Timeline: Must be provided on or before your first day of work. If not provided, you can make an employment tribunal claim.
Changes: Any changes to your terms must be provided in writing within 1 month.
You have the right to an itemized payslip showing exactly what you're being paid and any deductions.
Payslip Must Show:
Unlawful Deductions:
Your employer can only deduct from your wages if:
If unpaid or underpaid: Contact ACAS immediately. You can claim for unpaid wages at employment tribunal within 3 months.
Almost all workers are entitled to 5.6 weeks (28 days) paid annual leave per year.
Holiday Rights:
When leaving: You must be paid for accrued but untaken holiday. Employer cannot force you to take holiday during notice period unless contract allows.
Cannot be replaced with payment: Except when leaving the job. Holiday must be taken.
Currently, after 2 years of employment you're protected from unfair dismissal. Under the Employment Rights Act 2025, this will become a day-one right from 2026 (employers can still dismiss fairly during an initial period, but must follow a fair process). Some reasons are automatically unfair regardless of service length.
Automatically Unfair Reasons:
Fair Reasons (After 2 Years):
Employer can fairly dismiss for: conduct, capability, redundancy, statutory restriction, or "some other substantial reason" - BUT must follow fair procedure.
If dismissed unfairly: You have 3 months minus 1 day from dismissal to submit early conciliation with ACAS. Don't delay.
Key terms and definitions you should know
Advisory, Conciliation and Arbitration Service. Provides free, impartial advice on employment rights and can help resolve disputes before tribunal. Helpline: 0300 123 1100.
Any act that intentionally or recklessly causes another person to fear immediate unlawful violence. It is a criminal offense. Actual physical contact is called "battery."
Legal requirement for employers to automatically enroll eligible workers into a workplace pension scheme. Workers can opt out but will miss employer contributions.
The unlawful application of force to another person. Unlike assault, battery requires actual physical contact. This is a criminal offense.
Electronic document issued by a licensed sponsor (employer) that allows skilled workers to apply for a UK work visa. Cannot be used to control or threaten workers.
Negotiations between unions and employers about terms and conditions of employment. Unions can negotiate improved safety measures.
Required when 20+ employees are being made redundant within 90 days. Must consult with employee representatives or union for minimum 30-45 days.
The legal obligation employers have to take reasonable care to avoid causing injury or harm to their employees. This includes protecting staff from foreseeable violence.
Working full-time hours in fewer days. Example: 37.5 hours over 4 days instead of 5. Gives an extra day off each week.
When an employee is forced to resign because their employer has breached their employment contract or made their working conditions intolerable. This can include failing to protect you from workplace violence.
The 60-day period visa holders have to find a new sponsor employer after their sponsorship ends. You can report workplace issues during this period.
A process to identify and minimize data protection risks. Required when processing personal data that could result in high risk to individuals.
Your right to request copies of your personal data held by an organization. Employers must respond within one month.
A legal obligation requiring employers to take reasonable steps to protect employees' health, safety, and wellbeing at work.
ACAS process that must be completed before making an employment tribunal claim. ACAS tries to help employer and employee settle dispute. Claim deadline paused during this.
Court that hears employment law disputes. Can award compensation for unfair dismissal, discrimination, unpaid wages, etc. Must submit early conciliation with ACAS first.
Statement from doctor confirming illness and whether you're unfit for work or may be fit for some work with adjustments. Required after 7 days off sick.
Formal request to change working pattern (hours, times, location). Available from day one. Employer must respond within 2 months and can only refuse for specific business reasons.
Work or services extracted from a person under threat or coercion. This can include threatening visa workers with deportation if they complain about working conditions.
General Data Protection Regulation - UK law protecting personal data. Gives you rights over how your data is used and stored.
When a job role is no longer needed due to business closure, workplace closure, or reduced need for that type of work. Must be a genuine business reason.
A formal complaint raised by an employee about their work, working conditions, or relationships with colleagues. Employers must have a grievance procedure.
Unwanted conduct related to a protected characteristic (age, disability, race, religion, sex, etc.) that violates someone's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
Work visa for health and care professionals to work in eligible roles in the UK. Holders have the same employment rights as UK citizens.
The UK's independent regulator for workplace health and safety. They can investigate serious workplace incidents and prosecute employers who breach health and safety law.
Arranging or facilitating travel for someone with the intention of exploiting them. This can include bringing workers to the UK under false pretenses.
UK's independent authority for data protection and information rights. You can complain to the ICO if your employer misuses your personal data.
Two people sharing one full-time role, dividing hours and responsibilities. Both have employee status with pro-rata pay and benefits.
Up to 52 weeks of leave for pregnant employees and new mothers. Consists of 26 weeks Ordinary Maternity Leave and 26 weeks Additional Maternity Leave.
An umbrella term covering slavery, servitude, forced/compulsory labour, and human trafficking. It is a serious crime under the Modern Slavery Act 2015.
Time you must work (or be paid for) after resigning or being dismissed. Statutory minimum: 1 week after 1 month service, plus 1 week per year up to 12 weeks.
Referral to occupational health professional to assess fitness for work and recommend adjustments. Employer should offer this for long-term sickness.
Unpaid leave of up to 18 weeks for each child (up to their 18th birthday). Can be used to care for a child or spend more time with them.
Law ensuring part-time workers are not treated less favorably than full-time workers. Entitled to same hourly pay, holidays, and benefits pro-rata.
Up to 2 weeks paid leave for fathers/partners following birth or adoption. Must be taken within 56 days of the birth.
Reporting wrongdoing in the workplace, such as criminal offenses, health and safety dangers, or cover-ups. You are protected by law from being dismissed or victimized for whistleblowing.
The band of earnings used to calculate pension contributions. Currently £6,240 to £50,270 per year (2024/25).
Changes an employer must make to remove or reduce disadvantages faced by disabled workers. This can include protecting disabled workers from violence or harassment.
Meeting with manager after sickness absence to discuss health, support needed, and any workplace issues. Should be supportive, not disciplinary.
Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013. Employers must report serious workplace injuries, including violence incidents that result in 7+ days off work.
Your right to have your personal data deleted in certain circumstances. However, employers can retain data if legally required (e.g., for incident records).
A systematic examination of what could cause harm to workers. Employers must assess risks of workplace violence and implement control measures.
A formal procedure that describes how to carry out work safely, taking account of hazards and risks. Should include measures to prevent violence.
The obligation to provide services imposed by coercion. Similar to forced labour but with additional restrictions on freedom.
Legal agreement between employer and employee to settle a dispute or end employment. Usually involves payment in exchange for waiving right to make claims. Must have independent legal advice.
Allows parents to share up to 50 weeks of leave and 37 weeks of pay. Can be taken in blocks, allowing both parents to be off at the same time.
A union representative in the workplace who provides support to members, can accompany them to meetings, and raises issues with management.
Work visa for people coming to the UK to do an eligible job with an approved employer. Visa holders have full UK employment law protections.
Permission for UK employers to sponsor workers on work visas. Can be revoked if employers exploit or abuse visa workers.
Payment during maternity leave: 90% of average weekly earnings for first 6 weeks, then £184.03/week (or 90% if lower) for 33 weeks. Requires 26 weeks service.
Compensation for employees with 2+ years service made redundant. Calculated based on age, length of service (up to 20 years), and weekly pay (capped at £700).
Payment from employer when off sick for 4+ consecutive days. £116.75/week for up to 28 weeks. Must earn at least £123/week on average.
Alternative role that employer must offer to an employee at risk of redundancy before making them redundant. Should be suitable in terms of pay, location, hours, and skills.
UK regulator of workplace pension schemes. Report employers who fail to provide auto-enrolment or pay contributions.
An organization that represents workers' interests. Members have the right to be accompanied by a union representative in grievance or disciplinary meetings.
Transfer of Undertakings (Protection of Employment) Regulations 2006. Protects employees' terms and conditions when a business or service transfers to a new employer.
When an employer dismisses an employee without a fair reason or without following a fair procedure. Being dismissed for reporting workplace violence would be automatically unfair.
Treating someone badly because they have complained about discrimination, harassment, or raised a grievance. This is illegal under the Equality Act 2010.
Pension scheme set up by employer. Both employer and employee pay in contributions (minimum 8% total - 3% employer, 5% employee).
Customisable templates — edit with your details and download
Before sending: These templates are a starting point. For formal grievances or legal action, seek union or legal advice first.
Tap a number to call directly
Emergency & Urgent
Support & Advisory
Trusted external links — open in a new tab
Government: Workplace Violence
Official UK government guidance
HSE: Violence at Work
Health and Safety Executive guidance
Report Modern Slavery
Official government reporting portal
Whistleblowing Guidance
How to report wrongdoing at work
Employment Rights Act 2025 — Factsheets
Official guide to the new landmark employment law
GLAA — Gangmasters & Labour Abuse Authority
Report labour exploitation & verify gangmaster licences
