Employment laws | NatWest

 

 

Employment laws for graduates

 

 

Statutory rights

 

Pay

 

•    the right to a written statement of terms of employment within two months of starting work
•    the right to an itemised pay slip. This applies from the day the employee starts work
•    the right to be paid at least the national minimum wage. This applies from the day the employee starts work.
•    the right not to have illegal deductions made from pay. This applies from the day the employee starts work.

 

Leave


•    the right to paid holiday. Full-time employees are entitled to at least 28 days a year. Part-time employees are entitled to a pro rata amount
•    the right to time off for trade union duties and activities. This applies from the day the employee starts work. The time off does not necessarily have to be paid. Employees also have the right to be accompanied by a trade union representative to a disciplinary or grievance hearing. If an employee takes part in official industrial action and is dismissed as a result, this will be an automatically unfair dismissal
•    the right to paid time off to look for work if being made redundant - this applies once the employee has worked for two years for that employer

 

Paternity and maternity


•    the right to paid time off for ante natal care - this applies from the day the employee starts work
•    the right to paid maternity leave
•    the right to paid paternity leave
•    the right to ask for flexible working
•    the right to paid adoption leave
•    the right to take unpaid parental leave for both men and women (if you have worked for the employer for one year) and the right to reasonable time off to look after dependants in an emergency (applies from the day the employee starts work)

 

Health and safety


•    the right under Health and Safety law to work a maximum 48-hour working week. This applies from the day the employee starts work
•    the right under Health and Safety law to weekly and daily rest breaks. This applies from the day the employee starts work.There are special rules for night workers

 

Discrimination


•    the right not to be discriminated against. This applies from the day the employee starts work.
•    the right to carry on working until you are at least 65
•    the right to notice of dismissal, provided you have worked for your employer for at least one calendar month
•    the right to written reasons for dismissal from your employer, provided you have worked for your employer for one year if you started before 6 April 2012 or two years if you started on or after that date. Women who are pregnant or on maternity leave are entitled to written reasons without having to have worked for any particular length of time
•    the right to claim compensation if unfairly dismissed. In most cases to be able to claim unfair dismissal you will have to have worked for your employer for one year if you started before 6 April 2012 or two years if you started on or after that date
•    the right to claim redundancy pay if made redundant. In most cases you will have to have worked for two years to be able to claim redundancy pay
•    the right not to suffer detriment or dismissal for ‘blowing the whistle’ on a matter of public concern (malpractice) at the workplace. This applies from the day the employee starts work
•    the right of a part-time worker to the same contractual rights (pro-rata) as a comparable full-time worker
•    the right of a fixed-term employee to the same contractual rights as a comparable permanent employee.
•    You may also have additional rights which may be set out in your contract of employment. In particular, a part-time worker’s contract should be checked.

 

National minimum wage and living wage

he minimum hourly rate you earn depends on your age and whether you're an apprentice.

You need to be at least school leaving age to get the National Minimum Wage. If you're aged 25 or over, the National Living Wage applies instead.

 

The current rates for the National Living Wage and National Minimum Wage are:

 

  • 25 and over: £7.20
  • 21 to 24: £6.70
  • 18 to 20: £5.30
  • Under 18: £3.87
  • Apprentice: £3.30. The apprentice rate is for apprentices aged 16 to 18 and apprentices aged 19 or over who are in their first year. Other apprentices are entitled to the minimum wage for their age

 

 

Working time regulations

Full-time employees have a number of basic rights and protections:

 

  • You don’t need to work more than 48 hours in a week, unless you freely choose to opt-out of the limit and give your employer confirmation of this in writing
  • You're entitled to 5.6 weeks (28 days if you work five days a week) paid leave per year. Your employer can choose to include public holidays in this total
  • You're permitted at least 11 hours rest between working days (eg if you finish work at 8pm, you shouldn’t start again until at least 7am the next day)
  • You have the right to either an uninterrupted 24 hours clear of work each week or 48 hours clear of work each fortnight
  • If you work more than six hours in one shift you are entitled to a 20-minute rest break and additional breaks may be given by your contract of employment. There is no statutory right to cigarette breaks
  • There are a few exceptions to these rights – including the armed forces and emergency services – but the principle is that all workers should have on average at least 90 hours rest a week. It’s worth checking your employment contract as it may say you’re entitled to more or different rights to breaks from work.

 

Supporting your employment needs

Visit Mentor and NatWest Boost, both powered by NatWest, for support and advice on empoyment law & HR, health & safety, and all small business queries.

If you're more interested in working for yourself once you leave university, be sure to search out the brilliant articles, blogs, videos and toolkits on offer throughout both Mentor and NatWest Boost.

 

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