Know Your Rights as a UK Worker

What Is Statutory Sick Pay?

Statutory Sick Pay (SSP) is the minimum amount your employer must pay you when you are too ill to work. Before April 2026, the rules were restrictive — many workers, especially those on low wages or zero-hours contracts, found themselves excluded. That has changed fundamentally.

What's Changed: The Three Key Reforms

1. Sick pay from day one. Previously, workers had to wait three "waiting days" before SSP kicked in — meaning the first three days of any illness were unpaid. That rule has been abolished. From 6 April 2026, you are entitled to SSP from your very first day of sickness absence.

2. No earnings threshold. To qualify for SSP before April 2026, you had to earn at least £125 per week (the Lower Earnings Limit). That threshold has been removed entirely. Every worker who meets the basic criteria now qualifies regardless of how much they earn — part-time workers, casual workers, and those on the lowest wages are now all covered.

3. New rate for lower earners. Workers who earn below the old earnings threshold will receive SSP at whichever is lower: 80% of their average weekly earnings, or the standard SSP rate of £123.25 per week.

Who Qualifies for SSP?

To receive Statutory Sick Pay, you must:

• Be classed as an employee or worker (not genuinely self-employed)
• Have done some work for your employer — even just one shift counts
• Be off sick for at least one full day
• Tell your employer you are sick within their stated deadline (or within 7 days)

Zero-hours workers, part-time employees, and agency workers can all qualify provided they have done some work for that employer. The key test is whether you pay tax through PAYE — if you do, you are likely entitled to SSP.

What If Your Employer Refuses to Pay?

If your employer refuses to pay SSP or tells you that you don't qualify, you have the right to challenge this. The new Fair Work Agency, which launched on 7 April 2026, has powers to enforce SSP payments on your behalf. You can also raise a formal grievance with your employer, or contact Acas for advice.

How Much SSP Will I Receive?

The current rate of SSP is £123.25 per week, paid for up to 28 weeks. Your employer pays it to you in the same way as your normal wages. If your contract provides for enhanced sick pay above SSP, your employer must pay that instead — SSP is the legal minimum, not the maximum.

What About Long-Term Illness?

SSP is paid for a maximum of 28 weeks. If you remain unable to work after that, you may be eligible to claim Employment and Support Allowance (ESA) or Universal Credit from the government. Your employer's contractual sick pay scheme may also provide cover beyond the SSP period — check your employment contract.

Useful Contacts

• Acas: 0300 123 1100 — free, impartial employment advice
• Fair Work Agency: fairworkagency.gov.uk
• Citizens Advice: citizensadvice.org.uk

What Is a Zero-Hours Contract?

A zero-hours contract is an arrangement where your employer is not obliged to offer you any work and you are not obliged to accept any work offered. Around one million workers in the UK are currently employed on zero-hours contracts — primarily in hospitality, retail, healthcare, and care work.

Despite what many workers believe, being on a zero-hours contract does not mean you have no rights. You have always been entitled to the National Minimum Wage, paid holiday, and protection against discrimination. What's changing is the protection against exploitative use of these contracts.

What's Changing Under the Employment Rights Act 2025?

The right to guaranteed hours (coming 2027). After working regularly for an employer for a set reference period (expected to be 12 weeks), your employer will be required to offer you a contract that reflects the hours you actually work. If you regularly work 25 hours a week, they must offer you a 25-hour contract.

You can still choose zero hours. Crucially, the Act does not ban zero-hours contracts. You can choose to decline the guaranteed hours offer and remain on a zero-hours arrangement if that suits your circumstances — for example, if you value the flexibility.

Reasonable notice of shifts (coming 2027). Your employer will be required to give you reasonable notice before scheduling shifts. If they cancel or change a shift at short notice, you will be entitled to compensation for that cancellation.

What Rights Do You Have Right Now?

Even before the 2027 changes, zero-hours workers have important rights today:

• National Minimum Wage for every hour worked
• Holiday pay — 5.6 weeks per year, calculated on hours worked
• Statutory Sick Pay from day one of illness (from April 2026)
• Protection against discrimination on the basis of any protected characteristic
• Whistleblowing protection if you raise concerns about unlawful activity

What If My Employer Retaliates?

You cannot be penalised or have your hours reduced because you assert your rights. If your employer reduces your hours or treats you unfavourably after you raise a concern or ask about your rights, this could amount to unlawful detriment and may be grounds for an employment tribunal claim.

Useful Contacts

• Acas: 0300 123 1100
• Citizens Advice: citizensadvice.org.uk

What Is Fire and Rehire?

"Fire and rehire" is the practice where an employer dismisses an employee and then offers to re-employ them on less favourable terms — such as lower pay, reduced hours, or a worse pension. Historically this was a legal way for employers to change employment contracts that employees refused to agree to. That is changing.

What Does the Employment Rights Act 2025 Change?

From January 2027, dismissing an employee and then rehiring them on worse contractual terms will be treated as automatically unfair dismissal in most circumstances. This removes the employer's ability to use the threat of dismissal as a negotiating tool to force workers to accept worse conditions.

There are eight types of "restricted variation" that employers cannot force through by threatening dismissal. These include reductions in pay, changes to contractual hours, and changes to pension entitlements. Other areas — such as changes to shift patterns and expense policies — are still being consulted on.

Are There Any Exceptions?

The law allows for an exception where the employer can demonstrate they are in severe financial difficulty and the changes are genuinely necessary to prevent insolvency. However, this is a high bar — normal business restructuring or a desire to cut costs does not qualify.

What Should I Do If My Employer Is Doing This Now?

If your employer is currently threatening you with dismissal unless you accept worse terms, you have several options even before January 2027:

• Request full written details of the proposed changes and the business reason behind them
• Ask for a consultation period before any decision is made
• Raise a formal grievance if you believe the process is being rushed or unfair
• Contact Acas for confidential advice on your specific situation

What About Right Now — Before January 2027?

Fire and rehire is not currently banned outright, but the Acas Code of Practice means employers must follow a fair process. A dismissal carried out without genuine consultation and fair consideration of alternatives is still likely to be judged as unfair dismissal by an employment tribunal.

Useful Contacts

• Acas: 0300 123 1100
• Citizens Advice: citizensadvice.org.uk
• TUC: tuc.org.uk

What Is Unfair Dismissal?

Unfair dismissal is when your employer ends your employment without a fair reason or without following a fair process. UK employment law recognises five potentially fair reasons for dismissal: capability, conduct, redundancy, statutory illegality, and some other substantial reason. If your dismissal does not fall into one of these categories, or your employer does not follow a fair procedure, it may be unfair.

The Big Change — Six Months Not Two Years

Currently, you must have been employed for two continuous years before you can claim unfair dismissal (with some exceptions for automatically unfair dismissals such as whistleblowing or discrimination). From January 2027, this qualifying period will be reduced to just six months.

This is one of the most significant changes in a generation. It means millions of workers who were previously unprotected — new starters, those in industries with high turnover, and those on shorter contracts — will now have the right to challenge dismissal far sooner.

The Compensation Cap Is Being Removed

Currently, the compensatory award for unfair dismissal is capped at the lower of one year's pay or £115,115. From January 2027, this cap is being removed entirely, creating potentially unlimited compensation for employers who dismiss workers unfairly. This is designed to make employers take the new rules much more seriously.

How to Make an Unfair Dismissal Claim

If you believe you have been unfairly dismissed, you must act quickly. The time limit for bringing a claim is currently three months from your dismissal date — this is increasing to six months from October 2026. The process is:

• Contact Acas to begin Early Conciliation (mandatory first step)
• File an ET1 claim form with the Employment Tribunal if conciliation fails
• Gather evidence: dismissal letter, any warnings, emails, meeting notes
• Attend the tribunal hearing

What Compensation Could I Receive?

An unfair dismissal award has two parts: a basic award (calculated like redundancy pay based on age, salary and length of service) and a compensatory award for your actual financial losses. From January 2027, the compensatory award will be uncapped — making strong legal representation increasingly important in high-value cases.

Useful Contacts

• Acas Early Conciliation: acas.org.uk or 0300 123 1100
• Employment Tribunal: gov.uk/employment-tribunals

What Is Redundancy?

Redundancy occurs when your employer needs fewer employees to do the work you do — for example, because the business is closing, moving, or because the type of work you do is no longer needed. Redundancy must be genuine: your employer cannot use it as a cover for dismissing someone they simply want to get rid of.

What Are You Entitled to?

If you have worked for your employer for two or more years, you are entitled to statutory redundancy pay. The amount depends on your age, your weekly pay, and your length of service:

• Half a week's pay for each complete year worked under the age of 22
• One week's pay for each complete year worked between ages 22 and 40
• One and a half week's pay for each complete year worked aged 41 or over

The maximum weekly pay used in the calculation is currently capped at £719, and the maximum payment is £21,570. Your employer may offer an enhanced redundancy package above the statutory minimum — check your contract.

What Process Must Your Employer Follow?

Your employer must follow a fair process. Key requirements include:

• Identifying a fair selection pool and using objective criteria to select who is made redundant
• Genuinely consulting with you before making a final decision
• Holding at least one individual meeting with you
• Considering suitable alternative employment within the company
• Giving you the correct notice period

Can You Challenge Your Redundancy?

Yes. If you believe your redundancy was not genuine, the selection process was unfair, proper consultation did not take place, or you were selected for a discriminatory reason (such as being pregnant or on maternity leave), you can challenge the decision through your employer's appeals process and, if necessary, an employment tribunal.

Useful Contacts

• GOV.UK Redundancy Calculator: gov.uk/calculate-your-redundancy-pay
• Acas: 0300 123 1100
• Citizens Advice: citizensadvice.org.uk

What Is a Formal Grievance?

A grievance is a formal complaint you make to your employer about something that is affecting your work or how you are being treated. Common reasons include unfair treatment, bullying or harassment, discrimination, breach of contract, health and safety concerns, or failure to follow proper procedures.

Raising a formal grievance creates an official record and requires your employer to respond properly. It is often a necessary step before going to an employment tribunal.

Step 1 — Try to Resolve Informally First

Before raising a formal grievance, it is often worth trying to resolve the issue informally by speaking to your manager or HR. This is not always possible — for example, if the issue involves your manager directly — but where it is, an informal approach can be quicker and less stressful.

Step 2 — Write Your Grievance Letter

If informal resolution doesn't work, submit a formal grievance in writing. Your letter should:

• State clearly that you are raising a formal grievance
• Describe the issue factually and in chronological order
• Include dates, names, and any supporting evidence
• State what outcome you are seeking
• Keep a copy for your records

Step 3 — The Grievance Meeting

Your employer must invite you to a formal grievance meeting within a reasonable timeframe. You have the legal right to be accompanied by a colleague or a trade union representative at this meeting. Use the meeting to present your concerns clearly and provide any evidence you have.

Step 4 — The Decision

After the meeting, your employer must write to you with their decision and the reasons behind it. They should do this without unreasonable delay.

Step 5 — Appeal

If you are not satisfied with the outcome, you have the right to appeal the decision. The appeal should ideally be heard by a different, more senior manager. Keep a record of every step in the process.

Time Limits

Employment tribunal time limits are currently three months from the relevant act (increasing to six months from October 2026). Always contact Acas promptly — the Early Conciliation process pauses the clock while conciliation is attempted.

Useful Contacts

• Acas: 0300 123 1100 — free, confidential employment advice
• Citizens Advice: citizensadvice.org.uk
• Employment Tribunal: gov.uk/employment-tribunals

What Is This Site?

EmployeeRightsUK.co.uk is a free, independent resource helping UK workers understand their employment rights — particularly under the Employment Rights Act 2025, the biggest update to UK employment law in a generation.

We believe that knowing your rights shouldn't require expensive legal advice or hours spent navigating dense government websites. Our AI-powered tool gives workers plain-English answers about what they're entitled to, in seconds, for free.

Who Is This For?

This site is designed for every UK worker — from full-time employees to zero-hours contract workers, agency staff, part-timers and new starters. Whether you're worried about sick pay, facing redundancy, unsure about a dismissal, or just want to know your basic rights, we're here to help.

Is This Legal Advice?

No. EmployeeRightsUK provides general information about UK employment law. It is not legal advice and should not be relied upon as a substitute for professional advice tailored to your specific circumstances. For formal legal advice, contact Acas (0300 123 1100) or an employment solicitor.

How Is This Site Funded?

This site is free to use. It is supported by optional contributions via Buy Me a Coffee, which help cover the cost of running the site and the AI that powers the rights checker. We also display Google AdSense advertisements. We are completely independent — no law firms, unions or employers fund or influence this site.

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Last updated: May 2026

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We welcome feedback, corrections, and suggestions. If you've spotted an error in our legal content, please let us know so we can keep the information accurate and up to date.

Please note we are not able to provide individual legal advice. For personal employment situations, please contact:

• Acas: 0300 123 1100 (free, impartial employment advice)
• Citizens Advice: citizensadvice.org.uk
• Employment Tribunal: gov.uk/employment-tribunals

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