Introduction to Employer Specific Guidance
Understanding your rights at work starts with knowing what your employer is legally required to do. This guide is designed to help employees in the UK gain a clear understanding of employer responsibilities, from providing written contracts to ensuring fair pay and safe working conditions.
UK employment law is built on principles that protect employees from unfair treatment. Key regulations – such as the Employment Rights Act 1996 and the Equality Act 2010 – set out rules on issues like minimum wage, working hours, anti-discrimination, and the right to a written statement of employment. Employers must follow these laws to create a fair and respectful workplace.
If you’re looking for a broader overview of your entitlements at work, you may find it helpful to read our section on Employee Rights in the UK: Legal Overview. You can also explore related topics, such as Employer Rights and Obligations, to understand the responsibilities and rights held by employers themselves.
Employment Contracts: What Employers Must Provide
When you start a new job in the UK, your employer is legally required to provide you with a written statement of employment particulars. This document – often known as your employment contract – must be given to you on or before your first day of work. The law covering this requirement is set out in the Employment Rights Act 1996.
Your employment contract should clearly outline key information, including your job title and duties, rate of pay, working hours, holiday entitlement, and notice periods for ending the employment. It should also detail any probationary period, the workplace location, and information about disciplinary and grievance procedures. Having these details in writing helps ensure both you and your employer understand your rights and responsibilities from the outset.
If you haven’t received your contract, you have the right to ask for it. For practical steps on how to do this, see our guide on how to request your employment contract. Understanding your contract is just one part of knowing your entitlements – learn more about related employer responsibilities in our section on employment contracts and documentation.
Fair Pay and Payment Rights
Employers in the UK are legally required to pay their employees at least the National Minimum Wage or National Living Wage, depending on age and employment status. These rates are set out in the National Minimum Wage Act 1998, which protects workers from being underpaid – learn more about the key provisions and history on the National Minimum Wage Act 1998 – Wikipedia.
You are entitled to receive a payslip every time you are paid. This payslip must clearly show your gross pay, any deductions (such as tax or National Insurance), and your net pay. Employers must be transparent about any deductions, so you always know exactly what you’re being paid and why.
If you work overtime, your employer is not automatically required to pay a higher rate unless your contract says so. However, your average pay for the hours you work (including overtime) must not fall below the minimum wage. Additionally, UK law requires that men and women receive equal pay for equal work, helping to ensure fairness and prevent discrimination in the workplace.
Understanding your payment rights is crucial for ensuring fair treatment at work. For a more in-depth look at your legal entitlements, visit our Payment Rights in the UK: Legal Overview. You may also be interested in our guide to Minimum Wage in the UK: Your Rights, Entitlement, and What to Do for practical advice. For broader information about workplace benefits, see our section on Employee Benefits.
Working Hours and Rest Breaks
UK law sets clear limits on working hours and rest breaks to protect employees’ wellbeing. Most workers are covered by the Working Time Regulations 1998, which generally cap the average working week at 48 hours, unless an employee has voluntarily opted out. Employers must monitor working hours and ensure no one exceeds these legal limits.
During a shift of more than six hours, employees are entitled to a minimum uninterrupted rest break of 20 minutes. Employers are responsible for making sure staff can take these breaks and are not pressured to skip them. In addition, workers have the right to a daily rest period of at least 11 consecutive hours between shifts, and a weekly rest period of at least 24 hours (or 48 hours every fortnight).
To understand your specific entitlements, see our Your Legal Right to Rest Breaks at Work: UK Employee Guide. For a practical look at how these laws apply in workplaces, the Legal Requirements for Breaks Under UK Law section in our Tesco guide offers helpful comparisons.
For official and comprehensive information, visit the Rest breaks at work: Overview – GOV.UK resource.
Protection from Unfair Treatment and Discrimination
Employers in the UK are legally required to protect employees from unfair treatment and discrimination at work. The Equality Act 2010 sets out clear rules, making it unlawful to treat someone less favourably because of protected characteristics such as age, gender, race, disability, religion or belief, sexual orientation, or pregnancy. This law covers all aspects of employment, from recruitment and pay to promotion and dismissal.
Employers must also take active steps to prevent harassment and victimisation in the workplace. This means creating policies, providing training, and dealing promptly with any complaints of bullying or discrimination. Fair treatment is not just about following the law – it’s about fostering a respectful and inclusive environment for everyone. For further guidance on promoting equality, see our advice on Fair Treatment and Equality.
If an employee has a disability, employers are required to make reasonable adjustments to remove barriers and support their participation at work. This could include changes to working hours, adapting equipment, or offering additional support. Supporting mental health is also important; read more about your rights at work if you’re facing mental health challenges.
A safe working environment is essential for all employees. Employers have a duty to protect staff from harm, including risks linked to discrimination or harassment. Find out more about your legal rights to a safe workplace.
Employees who witness wrongdoing, such as discrimination or unsafe practices, are protected if they raise concerns. This is known as whistleblowing. Learn more about whistleblowing rights and protections, or visit the official GOV.UK guidance on whistleblowing for detailed information on how the law protects whistleblowers.
Additional Employer Responsibilities
Employers in the UK have a range of responsibilities beyond providing fair pay and working conditions. Some of these additional duties focus on protecting employee privacy, handling sensitive situations like drug testing, and ensuring rights are maintained if a business changes hands.
Employee Privacy and Data Protection
Employers must respect employees’ privacy and handle personal data in line with the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018. This means collecting, storing, and using information fairly and securely, and only for legitimate work-related purposes. Employees have the right to know what data is held about them and how it is used. For more details on your privacy rights at work, see our guide to Employee Privacy and Data Protection Rights in the UK Workplace.
Workplace Drug Testing
Employers can introduce drug and alcohol testing policies, but these must be justified, proportionate, and clearly communicated. Testing is usually only appropriate in safety-critical roles or where there are specific concerns. Employees should be informed about the circumstances under which testing may occur and their rights if asked to take a test. To understand your rights and what to expect, read our overview on Workplace Drug Testing in the UK: What Employees Need to Know.
If Your Job Is Transferred
If your job is transferred to a new employer – for example, if your company is sold or a contract is outsourced – your rights are protected under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE). This means your employment terms and conditions are usually maintained, and you should be consulted about any changes. For more information, visit If Your Job is Transferred to a New Employer.
For a broader look at employer obligations and further resources, see our Employer Rights and Obligations section.
Employer Specific Guidance for Tesco Employees
Tesco, as one of the UK’s largest employers, is required to follow all national employment laws, including the Employment Rights Act 1996 and the Equality Act 2010. This means Tesco must provide every employee with a written contract, pay at least the National Minimum Wage, and ensure fair treatment in areas such as working hours, holiday entitlement, and protection from discrimination.
In addition to these legal requirements, Tesco has developed its own policies to promote a positive and respectful working environment. These include clear procedures for reporting concerns, structured grievance processes, and commitments to equality, diversity, and inclusion across all stores and roles.
For a comprehensive overview of your rights as a Tesco employee – including details on contracts, pay, and workplace protections – see our dedicated guide on Tesco Employee Rights.
If you want to learn more about your entitlements to breaks and rest periods while working at Tesco, you can also explore our section on Tesco Break Times and Rest Rights.
Taking Action and Getting Help
If you believe your employer is not meeting their legal obligations – such as failing to provide a written contract, paying less than the minimum wage, or treating you unfairly under the Equality Act 2010 – it’s important to know what steps you can take.
Start by raising your concern internally. Most workplaces have a formal grievance procedure, which you can follow by putting your complaint in writing to your manager or HR department. This gives your employer the chance to resolve the issue before it escalates.
If the problem isn’t resolved internally, you have options for external support. You can seek advice from ACAS (Advisory, Conciliation and Arbitration Service), which offers free guidance and may help you reach an agreement through early conciliation. If necessary, you can take your case to an employment tribunal, which is an independent body that can rule on disputes about employment rights.
For a step-by-step guide on how to approach workplace issues, including when to escalate matters, see What Action Should You Take in Workplace Disputes?. You may also find the official government resource Solve a workplace dispute: Overview – GOV.UK helpful for understanding your rights and the process involved.
If your concern relates to discrimination or your rights as a disabled employee, additional guidance is available in our section on Taking Action if Your Disability Rights Are Not Respected.
