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When it comes to employment, there are a number of obligations that an employer has to their employees under UK employment law. While individual contracts and terms of employment can see different firms have different requirements for their staff, there are a number of requirements stated by employment law. These are the bare minimum benefits that an employee should receive and the bare minimum obligation that an employer is duty bound to provide to their employees.

If the employee attends at work and is able to work, employee rights determine the employer is duty bound to pay them . This may sound obvious and for the vast majority of employees in the United Kingdom, it is not an issue. However, there are certain employers who will try and skirt around this issue. Any worker that feels as though they are not being protected in this manner can raise a complaint their employer.

Employers are duty bound to provide work

The employer is also duty bound to provide work for the employee to do. Again, this is something that most employees will not have to worry about but there will be some instances that need to be considered. Any employee that receives payment by commission is entitled to the right to earn this commission.

An employer is obliged to be property acquainted with all of the relevant health and safety regulations. Every employee is entitled to work in a safe environment for their particular line of work. While the stated conditions of safety will vary depending on each role, there should be clearly defined guidelines that will give every employee an element of protection and every employer an obligation.

Employers are duty bound to keep employees informed of contractual rights

An employer is obliged to keep all employees properly informed of their contract rights and any changes to their contract. This is an important factor in many workplaces and regardless of how many times rights are changed, an employer is obligated to ensure that all employees are kept fully up to date.

An employer is obliged to ensure that all employees have the opportunity to have their complaints properly reviewed. An employer is not allowed to be dismissive of any complaint made by an employee until it has been reviewed.

References must be true and fair
While an employer has no obligation to provide a reference for an employee (although certain exceptions apply in the financial sector), if a reference is provided, there is an obligation to ensure that the reference is fair and accurate. The employer will also have an obligation to the firm or person that receives the reference not to make any untrue or negligent statements with respect to the employee in question.

An employer is obliged to show trust and confidence in their employees but they are also entitled to receive this in return. There are certain things which are not allowed in any workplace including harassment, victimisation, bullying, theft and even acts of violence. An employer is obliged to ensure that there is a working environment where an employee can feel safe from these situations or at least feel as though they can report any issues surrounding these matters.

An employer is also obliged to at least meet the statutory holiday requirements for full-time workers. This means that full-time employees are entitled to a minimum of 28 paid holiday days a year. If the contractual terms of employment make larger provisions than the statutory terms, the higher of the two is the level which the employer is obliged to meet.

The vast majority of employees accept that these obligations are fair and will provide them to employees with no fuss or inconvenience. However, if an employee feels that their employer is not providing them with their rights, the employee has the right to raise a complaint against their employer. With the obligations of an employer clearly stated, there is no excuse for not looking after employees properly.

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Employment law and Your Rights
Article looks at employment law from employment solicitors online. For further help and advice on constructive dismissal, unfair dismissal or need to know your employee rights visit www.expertanswers.co.uk for solicitors advice.
Lloyd Barrett
United Kingdom

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