Statutory Rights

Every employee is usually entitled to several legal rights without expression or any qualifying period of employment.

Some examples of Statutory rights include: 

  • being paid national minimum wage/national living wage

  • receiving wages without unlawful deductions

  • an itemised payslip, breaking down any deductions

  • written statement of terms of employment (within 2 months of employment)

  • rights to 20 days holiday plus bank holidays or 28 days with discussion

  • rights to paid time off for maternity, paternity and adoption leave

  • right to time off to attend trade union activities

  • right to reasonable time off unpaid to look after dependants

  • being allowed suitable rest breaks

  • not being treated unfairly for becoming a ‘whistle blower’

  • right to be accompanied to any disciplinary or grievance meeting by a trade union

  • right to submit a flexible working request after completing 26 weeks employment

It is unlawful to cause an employee a detriment because of them exercising a statutory right.  In some circumstances individuals have found themselves dismissed due to expressing a statutory right such as being paid correctly or to taking time off for family reasons.  In such situations, this conduct could be unlawful where recourse could be obtained by pursuing matters through an Employment Tribunal. 

With offices in Leicester and Market Harborough, if you have any concerns regarding your statutory rights, our Employment Law team will be happy to discuss these with you. Lawson-West are a national provider of expert employment law advice and welcome a free discussion with you regarding you circumstances and potential claim.  If you believe you have a situation where you require free legal advice, please contact us on telephone 01162121000 or 01858 445480 or complete our contact us form online and we will contact you directly.