Everything You Need to Know About Employment Law

Whether you are working for a large firm and have recently been experiencing an issue that appears to be unimportant to your senior managers and colleagues, or you are the manager or owner of a business yourself and need information regarding employment law – you have come to the right place.

Here, for your information, is everything of utmost importance that you should know about employment law and how it affects every process within all core business models.

A Contract of Employment

Naturally and quite obviously, the essential component of everything related to employment law, both in this country and internationally, centers around the employment contract itself. For instance, employers in the United Kingdom are required to provide every member of their workforce with a written contract containing important information relating to their terms of employment and their individual job role.

The required terms which should be contained within a contract of employment include the following elements:

  • A full job description
  • Hours of work
  • Details of sick pay and paid leave
  • Holiday entitlement
  • Name of the employer and employee
  • Place of work
  • Payment details
  • Details relating to a workplace pension
  • Grievance procedures and process of disciplinary action


At the heart of recruitment and employment law is a complete and thorough awareness of immigration compliance and how to avoid prejudice and discrimination. This is one of the plethora of different reasons why it makes sense to outsource all matters relating to employment contracts and employment law to a reputable and renowned third-party company to ensure that your business is constantly and consistently compliant.

The basic factors that are all unlawful to discriminate against include the following:

  • Gender re-assignment
  • Belief or religion (or lack thereof)
  • Pregnancy
  • Civil or marital partnership status
  • Sexual orientation
  • Race
  • Culture
  • Age
  • Disability
  • Maternity leave
  • Gender

Basic Statutory Rights of Employees

Within the basic terms of employment law, there are a set of statutory rights that should be automatically provided to each and every employee, and they must never be compromised or taken away. It is unlawful to neglect all of the following statutory rights as an employer, regardless of the type of company you own and the industry in which it operates:

  • Statutory sick pay

Statutory sick pay is something that every employee is entitled to and is a minimum of 28 weeks in a period of three years. They are paid a statutory rate throughout their time of incapacitation, which could be due to being unwell or injured.

  • Equal Pay

Equal pay rights state that an employee receives equal pay to another with the same role. Whether they are a man or woman, have different levels of experience, or boast varied qualifications, none of that comes into account – an employee must be paid the same as another with the same duties and job title.

  • Time Restrictions on Working Hours

There are governmental and legal restrictions, with reasonable exceptions, whereby an employee cannot be forced to work more than an approximate average of 48 hours a week over a 17-week period.

  • Holiday Entitlement

Employees who are employed on a full-time basis are entitled to at least 28 days off work a year, which are fully paid – and this is pro-rated for employees who are hired on a part-time contract.

  • National Minimum Wage

There are two separate and differing national minimum wage levels in the United Kingdom; one for those under the age of 25 and another for those over this age. Furthermore, national minimum wages apply in both England and Wales.

Statutory Rights Relating to Family

In addition to the above statutory requirements for terms of employment, additional rights apply to employees who have a family and whose contracts of employment meet the required guidelines.

There are essentially three different parental statutory rights that employers are legally obliged and required to afford the relevant and qualifying employees, which are as follows:

  • Paternity Leave

Paternity leave is set at two weeks no matter whether an employee works on a full-time or part-time basis – and they will receive full pay for the entire fortnight.

  • Maternity Leave

Maternity leave is set at one year, or 52 weeks off work, and also includes the right for every qualifying employee to return to their job role after this time period has elapsed.

  • Shared Parental Leave

Shared parental leave is basically 52 weeks paid leave between both the mother and father if they work at the same company – although the time the mother elects to take off for maternity leave could be deducted from this.