Fundamental Employment Rights in UK
When you are working for a company, agency, or organisation, you are protected by government laws and regulations against any exploitation or discrimination. In United Kingdom, the labour codes are being drawn up for safeguarding all the legal rights that any worker deserves. You can view these basic rights below.
- Minimum Wage - Typically, no employees must be paid below the National Minimum Wage (NMW) set by the respective government authority boards. Plus, even if you are compensated based on your output or commonly known as “No Work. No Pay” scheme, you still deserves the NMW rights. In reality though, there are still quite a few companies that are not following this law.
- Deductions - Your salary must not contain any unnecessary deductions aside from the ones that are required by the government such as national insurance, tax, and social security. Employers are not allowed to deduct any amount from your wage unless specified and agreed between you and them.
- Working Hours - Your maximum hours spent on doing your tasks and responsibilities must not exceed forty-eight hours, except if you choose to extend working by your own choice. In every week, you are entitled for a one day off minimum. And lastly, you have the right to have a twenty minute break if you have worked for six hours already in one day.
- Employment Contract - This is an agreement between the employee, that is you, and the employer, that is the company you are going to work for. This contains much information such as your duties and responsibilities, rights, compensation, work hours, and other benefits the company may have for their staff. Furthermore, in accordance to the set laws, if you are already employed for more than one month, it is important that the company you are working for should have already given you the written statement of all the covered terms and conditions.
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Every worker must also have a paid time off, which includes both the maternity and paternal leaves. Plus, they have the right to enquire to the management for any possible flexible job options. Moreover, based on the 1996 Employment Rights Act, all working staff must be given a fair dismissal. The reason(s) in which an employee is eligible for dismissal includes but not limited to: poor conduct towards the management and other co-workers, not finishing the required day-to-day duties, poor performance quality, and when labourer wishes for retirement.
It would be a great idea if you review your contract once in a while to see if there are benefits stated which were not given.
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