Employee-favourable
2026
If your employer requires you to attend or stay at work even when there is no booking or task for you, that time should be paid under minimum wage law, whatever your contract calls you.
Working part-time or on a fixed-term contract? Here's what equal treatment actually means in law, the real time limit on fixed-term status, and how to challenge less favourable treatment.
Employee-favourable
2026
If your employer becomes insolvent, a new company started by the same directors doesn't automatically inherit your job or your claim, and you can usually still claim unpaid wages, notice pay, and redundancy pay from the government's Redundancy Payments Service.
What you’re called on paper and what you actually are in law can be two different things. That difference decides which rights you actually have. Three categories, different rights An employee gets the full set of statutory rights. That includes protection from unfair dismissal after two years and statutory redundancy pay. (This qualifying period is […]
A right to guaranteed hours for zero-hours and low-hours workers is coming. It is not law yet, and everything below is proposal, not entitlement, until it takes effect. This applies if you count as a worker, not if you’re self-employed. The core right Once in force, workers on zero-hours contracts, or contracts below a set […]
If you’re placed with a business by an agency, you have rights against both the agency and the business you’re working at, the hirer. From day one You can access the hirer’s shared facilities, such as the canteen or parking, on the same terms as their own staff. You’re also entitled to be told about […]
Zero hours does not mean zero rights. You still get real protections on a zero-hours contract, just not all of them. You’re almost certainly a worker, not an employee Zero-hours staff are usually workers in law, not employees. That distinction matters. It gives you the National Minimum Wage, paid holiday, rest breaks, and whistleblowing protection. […]
Employer-favourable
1968
Being called a contractor in your paperwork does not settle the question. What decides your employment status is who carries the financial risk and control in practice.
Employee-favourable
2011
If the way you actually work doesn't match your contract, a tribunal can look past the paperwork and decide your rights based on what really happens.
Employee-favourable
2021
Platform workers classified as independent contractors may be workers in law if the platform exercises significant control over how they work, regardless of what the contract says.
Employee-favourable
2026
The label on your working arrangement does not determine your legal status. What matters is how the arrangement actually operates in practice.
