Employment Guide
A practical reference for anyone working or looking for work in the United Kingdom — covering your legal right to work, how to find a job, understanding your pay, and knowing your rights in the workplace.
Right to Work
Before you can legally work in the UK, your employer must verify that you have the right to do so. This applies to all workers — including British citizens.
Share Code
If you have immigration status that is held digitally (such as EU Settlement Scheme status or a digital visa), you can prove your right to work by generating a share code at the GOV.UK “Prove your right to work” service. The code is valid for 90 days and your employer uses it to check your status online.
Biometric Residence Permit (BRP)
If you hold a BRP card, your employer can use it as proof of your right to work. The card shows your immigration status, any work restrictions, and an expiry date. Note that most BRPs expired on 31 December 2024 and have been replaced by digital proof of status (eVisa).
Passport Check
British and Irish citizens can prove their right to work with a valid passport. Your employer must see the original document — photocopies are not accepted for a manual right to work check. Alternatively, employers can use an Identity Service Provider (IDSP) to carry out a digital check on British and Irish passport holders.
Employer Obligations
Employers are legally required to check every employee’s right to work before employment begins. They must keep copies of the documents or record the online check. Failure to do so can result in a civil penalty of up to £60,000 per illegal worker and, in serious cases, criminal prosecution.
Right to Work Check Process
The check follows three steps: 1. Obtain the original documents or share code from the worker. 2. Check the documents are genuine, belong to the holder, and allow them to do the work offered. 3. Make and keep copies (or record the online check reference). For workers with time-limited permission, the employer must carry out a follow-up check before the permission expires.
Finding Work
The UK has a large and varied job market. Here are the main routes people use to find employment.
Job Websites
Indeed (indeed.co.uk) is one of the largest job search engines, aggregating vacancies from multiple sources. Reed (reed.co.uk) is a well-established UK job board with filters by salary, location, and contract type. LinkedIn (linkedin.com) combines professional networking with job listings and is widely used for white-collar roles. Other popular sites include Totaljobs, CV-Library, and Glassdoor.
Jobcentre Plus
Jobcentre Plus is a government service that helps people find work and claim benefits while they search. You can visit your local Jobcentre or use the Find a Job service on GOV.UK. Work coaches provide one-to-one support, help with CVs, and can refer you to training programmes. If you are claiming Universal Credit, attending Jobcentre appointments is typically a condition of your claim.
Recruitment Agencies
Recruitment agencies match candidates with employers. Some specialise in particular sectors — for example, Hays (office and professional), Adecco (industrial and admin), or Robert Half (finance). Agencies are free for job seekers; the employer pays the agency fee. Temp agencies can be a useful way to gain UK work experience quickly.
UK CV Format
A standard UK CV is typically two pages of A4 and includes: a personal statement (3–4 sentences summarising your experience and goals), employment history in reverse chronological order, education and qualifications, and key skills. Unlike some countries, UK CVs do not normally include a photo, date of birth, marital status, or national insurance number. Tailor your CV to each role and use clear, professional formatting.
Employment Rights
UK employment law provides a framework of minimum standards that all employers must follow.
National Minimum Wage & National Living Wage
The National Living Wage (for workers aged 21 and over) is £11.44 per hour (as of April 2024). Lower rates apply to younger workers: £8.60/hr for ages 18–20, and £6.40/hr for under-18s and apprentices in their first year. These rates are reviewed annually by the Low Pay Commission. Employers who pay below the minimum wage can be fined and publicly named.
Working Hours
Under the Working Time Regulations 1998, employees cannot be required to work more than an average of 48 hours per week, calculated over a 17-week reference period. Workers can voluntarily opt out of this limit by signing a written agreement, and can opt back in by giving their employer notice (usually 7 days, but can be up to 3 months as stated in the agreement). Night workers have additional protections, including a limit of 8 hours per shift on average.
Statutory Holiday Entitlement
Full-time employees are entitled to a minimum of 28 days’ paid annual leave per year (equivalent to 5.6 weeks). This can include the 8 public bank holidays in England and Wales. Part-time workers receive a pro-rata entitlement. Bank holidays in England and Wales include New Year’s Day, Good Friday, Easter Monday, Early May Bank Holiday, Spring Bank Holiday, Summer Bank Holiday, Christmas Day, and Boxing Day. Scotland and Northern Ireland have slightly different bank holidays.
Rest Breaks
Workers aged 18 and over are entitled to: a 20-minute uninterrupted rest break if the working day is longer than 6 hours; 11 consecutive hours of rest between working days; and at least one full day off per week (or two days off per fortnight). Young workers (under 18) receive more generous rest provisions — a 30-minute break for shifts over 4.5 hours, and 12 hours between shifts.
Types of Employment
Understanding your employment status determines your rights, tax obligations, and the protections available to you.
Full-Time & Part-Time
There is no legal definition of full-time hours, but it is commonly understood as 35–40 hours per week. Part-time workers have the same employment rights as full-time workers on a pro-rata basis, protected under the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000. This includes equal pay rates, holiday entitlement, pension access, and training opportunities.
Zero-Hour Contracts
A zero-hour contract means the employer is not obliged to provide a minimum number of working hours, and the worker is not obliged to accept work offered. Workers on these contracts still have employment rights, including the National Minimum Wage, paid holiday, and protection from discrimination. Exclusivity clauses — which prevent workers from taking other jobs — are banned under UK law.
Self-Employment
If you are self-employed, you run your own business and are responsible for your own tax and National Insurance through Self Assessment. You must register with HMRC. Self-employed people do not receive statutory sick pay, holiday pay, or employer pension contributions, but they have flexibility over when, where, and how they work. You can be both employed and self-employed at the same time.
Agency Work
Agency workers are employed by or contracted through a recruitment agency and placed with a hiring company. Under the Agency Workers Regulations 2010, after 12 weeks in the same role, agency workers gain the right to the same basic pay and conditions as permanent employees doing the same job. From day one, agency workers have access to shared facilities like canteens and childcare.
Gig Economy
Gig economy workers take on short-term, task-based work, often through apps and platforms — such as food delivery, ride-hailing, or freelance marketplaces. Their employment status can be complex. Following landmark UK court rulings, many gig workers are classified as “workers” (rather than self-employed), which entitles them to the minimum wage, paid holiday, and rest breaks.
IR35 — Off-Payroll Working Rules
IR35 is tax legislation designed to identify contractors who work like employees but operate through their own limited company. If IR35 applies, tax and National Insurance must be deducted at source, similar to regular employment. For medium and large private sector businesses (and all public sector clients), the hiring organisation is responsible for determining whether IR35 applies. Small private sector clients leave this determination to the contractor.
Payslips Explained
All employees and workers in the UK have the legal right to receive an itemised payslip on or before each payday. Here is what each section means.
Gross Pay
Gross pay is your total earnings before any deductions. It includes your basic salary, overtime, bonuses, commission, and any other payments from your employer. This is the amount stated in your employment contract (for example, £30,000 per year gross would typically appear as £2,500 per month before deductions).
Income Tax (PAYE)
Most employees pay income tax through the Pay As You Earn (PAYE) system — your employer deducts tax from your pay and sends it to HMRC on your behalf. The main tax bands for England, Wales, and Northern Ireland are: 0% on the personal allowance (first £12,570), 20% basic rate (£12,571–£50,270), 40% higher rate (£50,271–£125,140), and 45% additional rate (over £125,140). Scotland has its own set of income tax rates and bands.
National Insurance Contributions (NICs)
National Insurance is a separate deduction that funds the State Pension, NHS, and certain benefits. Employees pay 8% on earnings between £12,570 and £50,270 per year, and 2% on earnings above that. Your employer also pays NICs on top of your salary (13.8% on earnings above £9,100). Your NI contributions build your entitlement to the State Pension and contributory benefits like Jobseeker’s Allowance.
Pension Contributions
Under auto-enrolment, most employees aged 22 and over who earn above £10,000 per year are automatically enrolled into a workplace pension. The legal minimum contribution is 8% of qualifying earnings in total — at least 3% from the employer and at least 5% from the employee. You can opt out, but you will lose the employer contribution. Pension contributions are usually shown as a deduction on your payslip.
Student Loan Deductions
If you have a UK student loan, repayments are deducted through PAYE once you earn above the repayment threshold. The threshold depends on your plan type: Plan 1 (pre-2012 England/Wales, or Scotland/NI) — repay 9% on earnings over £24,990/year. Plan 2 (post-2012 England/Wales) — repay 9% on earnings over £27,295/year. Plan 5 (from 2023 onwards) — repay 9% on earnings over £25,000/year. Postgraduate loans have a separate threshold and rate of 6%.
Net Pay (Take-Home Pay)
Net pay is the amount actually paid into your bank account after all deductions. It equals your gross pay minus income tax, National Insurance, pension contributions, student loan repayments, and any other deductions (such as salary sacrifice schemes, childcare vouchers, or court orders). If your net pay looks unexpectedly low, check each deduction line on your payslip for errors.
Tax Codes
Your tax code tells your employer how much tax-free income you are entitled to. The most common code is 1257L, which means you have the standard personal allowance of £12,570. The letter indicates your situation: L = standard allowance, BR = all income taxed at basic rate (common for second jobs), 0T = no allowance (often used if HMRC needs more information), K = you owe tax from a previous year. If your code looks wrong, contact HMRC — an incorrect tax code can mean you overpay or underpay tax.
Workplace Rights
UK law provides extensive protections for workers and employees in the workplace.
Protection from Discrimination
The Equality Act 2010 protects employees from discrimination based on nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. This covers direct discrimination, indirect discrimination, harassment, and victimisation. Protection applies throughout the employment relationship — from recruitment and job adverts through to dismissal and providing references.
Maternity Leave & Pay
Eligible employees can take up to 52 weeks of maternity leave — 26 weeks of Ordinary Maternity Leave plus 26 weeks of Additional Maternity Leave. Statutory Maternity Pay (SMP) is paid for up to 39 weeks: the first 6 weeks at 90% of average weekly earnings, followed by 33 weeks at £184.03 per week (or 90% of earnings if lower). To qualify for SMP, you must have worked for your employer for at least 26 weeks by the 15th week before your due date and earn above the lower earnings limit (£123 per week).
Paternity Leave & Pay
Eligible employees can take up to 2 weeks of paternity leave, paid at the statutory rate of £184.03 per week (or 90% of average earnings if lower). The leave must be taken within 56 days of the birth or adoption. Shared Parental Leave allows parents to share up to 50 weeks of leave and up to 37 weeks of pay between them, offering more flexibility in how they divide caring responsibilities.
Statutory Sick Pay (SSP)
Statutory Sick Pay is £116.75 per week, paid by your employer for up to 28 weeks. You must be off work for at least 4 consecutive days (including non-working days) before SSP starts — the first 3 days are “waiting days” and are unpaid. To qualify, you must earn at least £123 per week. Many employers offer contractual sick pay schemes that are more generous than the statutory minimum.
Redundancy Rights
If your employer needs to reduce the workforce, you may be made redundant. Employees with 2 or more years of continuous service are entitled to statutory redundancy pay: half a week’s pay for each full year of service under age 22, one week’s pay for each year aged 22–40, and one and a half weeks’s pay for each year aged 41 and over. Weekly pay is capped at £643. Your employer must follow a fair selection process and consult with affected employees. If 20 or more redundancies are planned, collective consultation rules apply.
Notice Periods
The statutory minimum notice period is 1 week if you have been employed for at least one month. After 2 years, it increases by one week for each complete year of service, up to a maximum of 12 weeks. Your contract may specify a longer notice period. During your notice period, you are entitled to your normal pay and benefits. Your employer can choose to put you on “garden leave” — where you remain employed and paid but do not attend work.
Unfair Dismissal
Employees with at least 2 years’ continuous service are protected from unfair dismissal. Dismissal must be for a fair reason — such as misconduct, capability, redundancy, illegality, or some other substantial reason — and the employer must follow a fair procedure. Some dismissals are automatically unfair regardless of length of service, including dismissal for pregnancy, whistleblowing, asserting a statutory right, or trade union membership.
Employment Tribunals
If you believe your rights have been breached, you can bring a claim to an Employment Tribunal. Before making a claim, you must notify ACAS (Advisory, Conciliation and Arbitration Service) for Early Conciliation — this is a free process that tries to resolve disputes without a hearing. If conciliation fails, you generally have 3 months minus 1 day from the event to submit a tribunal claim. Tribunal hearings are free to bring. Compensation can include lost earnings and awards for injury to feelings in discrimination cases.
Useful Links
Official resources for employment information and support in the UK.
GOV.UK — Employment
The UK Government’s official source for employment law, right to work checks, minimum wage rates, tax information, and workplace regulations. Visit gov.uk/browse/working for a comprehensive index of employment topics.
ACAS
The Advisory, Conciliation and Arbitration Service provides free, impartial advice on workplace relations and employment law. ACAS also runs the mandatory Early Conciliation process before employment tribunal claims. Their helpline (0300 123 1100) is available Monday to Friday, 8am–6pm. Visit acas.org.uk for guides on contracts, pay, dismissal, discrimination, and more.
Citizens Advice
Citizens Advice offers free, confidential advice on employment rights, benefits, debt, housing, and more. You can access advice online at citizensadvice.org.uk or visit a local Citizens Advice office for face-to-face support. Their employment section covers topics from starting work and contracts to problems at work and leaving a job.
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