Understand your employment rights

There are many different types of employment.

For example:

• You can have a full‑time or part‑time job.

• You can have a permanent or temporary contract.

• You can work as agency staff.

• You can be employed on a zero‑hours contract.

• Or you can become self‑employed, a freelancer, or a contractor.

More information about types of contracts can be found on the GOV.UK website: Contract types and employer responsibilities: Overview - GOV.UK.

Full-time employment 

There is no statutory definition of how many hours you must work each week to be considered full‑time, but standard practice is usually around 35-40 hours per week, or 7-8 hours per day.

However, modern working arrangements can vary significantly, so it’s important to discuss expectations directly with your employer.

Your contract should clearly state your weekly working hours and your working pattern. You can read more about this in the “Understanding your contract” section.

Part-time employment

There is also no strict legal definition of how many hours count as part‑time. However, part‑time employees simply work fewer hours than a full‑time employee doing the same role. This could mean anything from just a few hours a week to around 30 hours, depending on the employer and the nature of the job.

Part‑time work can be more flexible and is often suitable for students or anyone balancing work with other commitments.  

Importantly, part‑time workers are legally entitled to the same employment rights and protections as full‑time staff, on a proportional (pro‑rata) basis. You can learn more about this in the “Understanding Your Contract” sections.  

Permanent Contract

A permanent contract is an ongoing employment agreement with no set end date. This is the standard type of employment relationship in the UK.

Key features:

• You remain employed until either you or the employer ends the relationship (e.g., resignation or dismissal).

• Offers the highest job security.

• Usually includes full employment benefits (e.g., paid holidays, sick pay, pension contributions).

• Can be full-time or part-time.

Temporary Contract

A temporary contract is a job with a fixed end date or defined duration. Temporary roles are helpful if you're looking for short-term experience or flexibility.

Key features:

• Often used for seasonal work, short-term projects, internships, or when additional staff are needed (for example, maternity cover).

• Can last weeks or months, depending on the need.

• You generally have the same employment rights as permanent employees for the period you are employed (e.g., holiday pay).

• Contracts specify start and end dates or may specify that they are “fixed term until X project is completed.”

Agency Worker Contract

• You are employed by a recruitment agency, not the organisation where you actually perform the work (known as the hirer or end client).

• You are usually hired for short‑term, flexible or ad‑hoc work, such as events, hospitality, warehouse shifts, admin roles, or seasonal demand.

• Hours are often variable, depending on what assignments the agency has available.

• You are entitled to basic rights from day one, such as National Minimum Wage, paid holiday, and rest breaks.

• After 12 weeks in the same role, you gain additional rights, including equal treatment with permanent staff in terms of pay and working conditions.

• The agency must tell you your pay rate, who pays you, and the type of contract (e.g., “pay between assignments” or “contract for services”).

• Can offer flexibility and variety, but less job security compared to permanent or long‑term fixed‑term roles.

More information can be found here: Employment Agency Standards Inspectorate - GOV.UK.

Zero-hours Contract

• A zero‑hours contract is an arrangement where the employer does not guarantee any minimum number of working hours.

• Work is offered only when needed, and the worker can usually choose whether to accept shifts.

• Common in sectors with fluctuating demand, such as hospitality, retail, healthcare, events and seasonal work.

• Can be helpful for people wanting flexibility (e.g., students, carers), but income is not predictable.

• Workers are legally entitled to National Minimum Wage, paid holiday, rest breaks, and protection from discrimination.

Recent reforms under the Employment Rights Act 2025 and accompanying regulations are significantly changing how zero-hour arrangements work in the UK. You can read more about this here: Plan to Make Work Pay and Employment Rights Act: timeline update - GOV.UK.

Self-employed / Freelancer / Contractor

• You work for yourself, not for an employer — you provide services to clients or businesses.

• You are responsible for your own taxes, National Insurance, and keeping financial records (e.g., invoices, expenses).

• Work is usually project based or task based, and you decide how, when, and sometimes where the work is done.

• You can work for multiple clients at the same time.

• You do not have the same employment rights as employees (e.g., no sick pay or holiday pay), but you are protected against discrimination and unsafe working conditions.

• You may need a contract for services or a written agreement outlining the project, deadlines, and payment terms.

• Offers flexibility and autonomy, but income can be irregular and less predictable.

Make sure you familiarise yourself with a self-employed rights and responsibilities. More information can be found on the Government website here:

• Setting up a business: Set up a business - GOV.UK.

• Working for yourself: Working for yourself - GOV.UK.

• Self-employed and contractor employment status: Employment status: Self-employed and contractor - GOV.UK.

• List of information about self-employment: Self-employment - GOV.UK.

More information about this can be found in the “Self-employment, Freelancing & Entrepreneurship” section. 

Key points that your contact should clearly set out:

• Job title and duties - what your role is and what tasks you are responsible for.

• Working hours - total weekly hours, daily pattern, and whether evening/weekend work is required.

• Work location - where you will work (office, site, remote, hybrid).

• Pay and benefits - salary, pay frequency, bonuses, pension, annual leave entitlement.

• Flexible working arrangements - whether flexibility is offered and what parameters apply.

• Probation period - length of probation and conditions for passing it.

• Notice period - how much notice you and the employer must give if leaving.

• Sickness and absence rules - how to report illness and what sick pay you may receive.

• Overtime policy - whether overtime is expected and how it is paid or compensated.

• Training or study support - if the role includes mandatory training or development expectations.

• Policies and procedures - references to workplace rules, grievance procedures, and conduct expectations.

If you don’t know the answers to the questions below, make sure you revisit your contract or ask your employer or HR team for clarification.

Working Patterns

• What days are you expected to work? Is it Monday–Friday only, or does it include weekends?

• What are your daily working hours?

• Do you have flexible working hours? If yes, what are the core hours you must be in the workplace?

Work Location

• Can you work from home? If so, how many days per week?

• Do you need manager approval before scheduling remote days?

• Are there specific days you must be on-site?

Pay and Conditions

• What is your salary and how often are you paid?

• Are there opportunities for overtime? If yes, how is it paid?

Contract Security

• How long is your probation period?

• What is your required notice period?

Leave and Absence

• How many days of annual leave are you entitled to?

• What is the sick pay policy?

Role and Expectations

• What are your core responsibilities?

• Are there performance targets or KPIs?

Support and Development

• Will you receive training or mentoring?

• Are there progression opportunities? 

Pay Rights

• You must be paid at least the National Minimum/Living Wage.

• You must be told your pay rate, pay frequency, and any deductions in your contract or written statement.

• National Minimum Wage (NMW) applies to workers and apprentices below 21 years.

• National Living Wage (NLW) applies to all workers ages 21 and over.

Holiday Entitlement

• Almost all workers are legally entitled to 5.6 weeks’ paid holiday per year.

• Your allowance can be calculated by: Your normal working days per week × 5.6. If you work 5 days per week, then it is 5x6.5 = 28 days of holiday per year.

• Part-time workers receive the same 5.6

• week entitlement but pro-rated according to the number of days/hours they work.

• Employers can choose to include bank holidays as part of your 5.6 week statutory allowance. They do not have to give bank holidays as additional paid leave.

• Irregular-hours or part-year workers also receive up to 5.6 weeks, but it is calculated based on hours already worked in the pay period.

• Statutory paid holiday entitlement is capped at 28 days, even if someone works more than 5 days per week.

• Workers have the right to holiday pay, meaning they should be paid their normal rate when taking leave.

Break Entitlements

If you are 18 or over, you are entitled to:

• 20-minute rest break - You have the right to one uninterrupted 20-minute break if you work more than 6 hours in a day. Lots of employers choose to give 30 minutes as a company policy as this is easier to schedule and seen as more reasonable for wellbeing. Breaks do not have to be paid unless stated in your contract.

• 11 hours of rest between shifts - You must have 11 hours off between finishing work and starting again the next day. But there are jobs that are except of this: jobs that require “continuity of service” which is common in emergency services, healthcare, security. In these cases, you should receive “compensatory rest “which is equivalent rest time given but later.

• Weekly rest - You must have either:

  • 24 hours off every week, or

  • 48 hours off every fortnight. 

As an employee, you are expected to:

1. Turn up on time. Arrive for work as scheduled and let your employer know if you’re delayed or absent.

2. Do your job to a reasonable standard. Follow instructions, complete tasks, and meet expectations for your role.

3. Follow workplace policies. This includes rules on behaviour, health & safety, dress code, IT use, confidentiality, etc.

4. Communicate clearly. Tell your manager if you’re struggling, need support, or notice any issues.

5. Treat others with respect. Be professional and respectful towards colleagues, managers, and customers.

6. Keep information safe. Protect confidential or sensitive information, especially in studentfacing or customer-facing roles.

7. Use equipment safely. Follow training and safety procedures when using any tools, machinery, or systems. 

Your employer must:

1. Provide a safe working environment. They must take steps to keep you safe and protect your physical and mental wellbeing.

2. Give you a written statement or contract. This should explain your job role, pay, working hours, holiday entitlement, and other key terms.

3. Pay you correctly and on time. You must receive at least the legal minimum wage for your age and be paid consistently.

4. Give you your legal rights. This includes rest breaks, holiday entitlement, sick pay (statutory minimum), protection from discrimination, a fair disciplinary/grievance process.

5. Provide training where needed. You should receive the training required to do your job safely and confidently.

6. Treat you fairly. You should not be bullied, harassed, or treated differently because of your gender, race, age, disability, religion, sexual orientation, or any protected characteristic.

7. Keep your personal information secure. Employers must store your data safely and use it only for appropriate work-related purposes. 

If you are an international student, it is your responsibility to understand your visa conditions before starting any work. Working in breach of your visa rules can affect your current visa and future UK immigration applications.

Key things to be aware of:

• Your visa tells you how many hours you can work during termtime (usually 20 hours a week for degree level students). Always check the work conditions on your BRP or digital immigration status.

• You cannot work unlimited hours — there are strict rules, and going even one hour over the limit is considered a breach.

• Some jobs are not allowed, such as self-employment, freelance work, and certain professional roles.

• Term-time is defined by your university, not by when you personally have free time. Breaks only count when your university officially says so.

Always check official sources before accepting any work:

• GOV.UK Student Visa: Student visa : Overview - GOV.UK.

• UKCISA Student Work guidance: Working as an international student.

• Brunel Immigration Advice Team: Immigration Advice.

Before you start any job, check your visa conditions!

If you’re unsure, ask Brunel’s Immigration Advice Team - it’s better to check first than risk breaking your visa rules. 

Things don’t always go perfectly at work. Here’s what to do in common situations:

If you have an accident at work

• Tell your manager or supervisor immediately.

• Ask them to record it in the accident book (every workplace must keep one).

• If you are hurt, seek medical attention and keep any notes or reports.

• If you feel unsafe, speak to your manager - employers must keep you safe at work.

If you are not paid correctly

• Speak to your manager or payroll team as soon as you notice the problem.

• Check your contract, timesheets, or rota to confirm hours worked.

• If the issue isn’t resolved, get help from ACAS (free UK employment advice): www.acas.org.uk.

• Do not ignore pay problems — raise them early.

If you face a disciplinary meeting

• Stay calm - disciplinary meetings are a normal workplace process.

• You should be told what the issue is and given a chance to explain your side.

• You can ask for notes in writing and take someone with you (usually a colleague or union rep).

• If you feel it’s unfair or you don’t understand what’s happening, get help from ACAS (free UK employment advice): www.acas.org.uk.

If you feel unsafe, bullied, or discriminated against

• Tell your manager or HR team.

• Keep a record of what happened (dates, times, what was said).

• Seek advice from ACAS (free UK employment advice): www.acas.org.uk.

Simple rule to remember, if something doesn’t feel right - speak up early. You’re not alone, and there is always someone who can help you understand your rights.