Employment Law Services in the UK 

Published by Mohsin Khan posted in Employment Law on January 7, 2025

Employment law in the UK is the set of rights and responsibilities that governs the relationship between employers and employees. It lays the ground for employment contracts, dismissal procedures, workplace safety, and discrimination protections. 

In this guide, you’ll find information:

  • Types of employment contracts
  • Why upholding the Employment Law is importance for both employers and employees.
  • UK Working hours
  • Pension and other benefits
  • Leave entitlements 
  • Employee benefits and retention
  • Redundancy challenges and prevention
  • Sector-specific employment law challenges
  • Perks of having employment law consultants

Types of Employment Contracts in the UK

types of employment contracts in UK

Employment law contracts are essential for defining the terms and conditions of the employer-employee relationship. Different contract kinds are available in the UK to accommodate a range of roles and company requirements. All contracts have distinct benefits, rights, and serving periods. Prior knowledge of such agreements is beneficial for both employees and employers. Moreover, it is essential for employers to make sure that UK employment legislation is followed strictly. Some of the main employment law contracts are listed below:

1. Permanent Contracts: Provide ongoing employment with no end date. Employees receive full statutory rights, including holiday pay and sick leave.

2. Fixed-Term Contracts: Designed for temporary roles with a specified duration. Must offer the same rights as permanent contracts.

3. Part-Time Contracts: Offer fewer hours than full-time roles. Rights and benefits are calculated on a pro-rata basis.

4. Zero-Hour Contracts: Do not guarantee hours, providing flexibility. Workers retain rights such as holiday pay and rest breaks.

5. Casual Contracts: Used for irregular, short-term work. Workers are entitled to statutory rights based on hours worked.

Detailed information on these contracts helps employers fulfil their workforce needs while remaining compliant with legal standards.

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UK Working Hours

UK working hours

To maintain an optimal work-life balance, the working hours rules in the UK are governed by the Working Time Directive.

According to this piece of legislation:

  • The average working week is 48 hours over a 17-week period.
  • Rest breaks are mandatory:
  • 20-minute break for shifts over six hours
  • 11-hour rest period between shifts
  • one full day off per week.

Note: Employees can voluntarily opt out of this limit with a written agreement.

Employers must monitor working hours to avoid legal risks. Additionally, businesses must be aware of opt-out provisions to manage them carefully to align with working time regulations in the UK.

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Statutory Benefits and Pension Schemes

Apex Accountants Pension Schemes Guide for UK Employers

According to UK law, employers are required to provide employees statutory benefits. These benefits are a MUST. It’s not just the employers; employees are also legally obliged to make certain contributions under the law. 

What are the benefits and contributions of both parties? 

Let’s discuss:

1. National Insurance Contributions (NICs): 

Both employers and employees contribute to NICs, funding benefits like the NHS, State Pension, and statutory sick, maternity, and paternity pay. Employers must ensure accurate and timely payments.

2. Statutory Sick Pay (SSP): 

Employees eligible for SSP receive £109.40 per week for up to 28 weeks. Employers must maintain detailed records and manage claims efficiently.

3. Auto-Enrolment: 

Employers must enrol eligible employees (aged 22 to State Pension age, earning over £10,000 annually) into a workplace pension scheme. Contributions must total 8% of qualifying earnings, with employers contributing at least 3%.

4. Opting Out: 

Employees may opt out of auto-enrolment, but re-enrolment is required every three years for those eligible.

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Leave Entitlements in UK Employment Law

Expert Accountants Guide to Leave Entitlements in the UK Workplace

Another key component of UK employment law is leave entitlements. It guarantees workers have enough time off for life events while preserving their job security. To avoid fines and maintain peace at work, employers must manage these rights under stringent regulatory frameworks. 

Important entitlements include: 

  • Paternity leave includes two weeks for qualified employees.
  • Maternity leave lasts up to 52 weeks and includes 39 weeks of statutory maternity pay. 
  • Bereavement leave in the UK gives parents two weeks following the loss of a child; adoption leave is similar in length to maternity leave. 

Timely payment of benefits and salaries, well-defined regulations, and accurate record-keeping lead to a well-structured organisation and workforce.

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Sector-Specific Employment Law Challenges and How Apex Accountants Can Help

employment law challenges

As every industry operates differently, the challenges they face are unique as well. This is where Apex Accountants’ expertise can lead the way. Companies require personalised legal counsel to avoid potential pitfalls. Whether they are dealing with complicated contracts in the media, film, and television industries or healthcare legislation about employee health and safety. 

Regardless of the industry you work in or the size of your business, our employment law consultants will pave the way for you. 

 Apex Accountants’ Comprehensive Employment Law Services UK include: 

  • Unfair Dismissal: Advice on wrongful termination and representation at employment tribunals. 
  • Discrimination: Support on issues related to race, gender, age, disability, and other forms of workplace discrimination. 
  • Redundancy: Guidance on redundancy rights, consultation processes, and redundancy pay calculations. 
  • TUPE: Assistance with transfers of undertakings and employee rights during business transfers. 
  • Equal Pay: Ensuring compliance with pay equality regulations. 
  • Settlement Agreements: Negotiation and draughting of settlement agreements to resolve disputes amicably. 
  • Breach of Contract: Support on contractual disputes and breach issues.
  • Employment Contracts: Draughting, reviewing, and advising on terms and conditions.

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Employee Benefits for Improving Retention and Satisfaction

The Most Effective Employee Benefits for Retention & Engagement

If you want your employees to be happy, show up every day, and stay with the organisation for a long time, then you need to have a good employee retention strategy. Such a plan includes full-range benefits, including dental, vision, and private medical insurance (PMI), as well as mental health assistance. These advantages improve general well-being, increase productivity, and lower absenteeism. 

Businesses show their dedication to employee well-being and foster a healthy work environment by making healthcare and support services accessible. Additionally, providing customised benefit packages makes companies stand out in competitive employment marketplaces, drawing in top personnel and lowering attrition. 

Apex Accountants can assist in creating legal, efficient benefit plans that promote worker happiness and guarantee adherence to UK employment legislation.

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Steps for Redundancy Consultation Requirements

redundancy consultation requirements

Now retention is for the employees you need; what about the ones whose services you no longer require? 

How can you best accommodate them without creating chaos? 

Follow the steps below, and you’ll be able to minimise redundancy challenges efficiently: 

  1. Planning: Identify redundancy needs, select at-risk roles, and explore alternatives.
  2.  Early Consultation: Inform employees about redundancy risks and discuss alternatives.
  3. Collective Consultation: Required for 20+ redundancies within 90 days; consult employee representatives or trade unions.
  4.  Individual Consultation: Engage each affected employee to discuss proposals and gather feedback.
  5. Fair Selection Criteria: Use objective, non-discriminatory, and transparent methods for redundancy decisions.
  6. Notice and Redundancy Pay: Provide statutory notice and redundancy pay where applicable.

These steps ensure compliance with employment law in the UK while promoting fairness and reducing legal risks.

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How Employment Law Consultants Prevent Problems

Apex Accountants’ Professional Guidance on Employment Law Consultants and Compliance

Employment law consultants like Apex Accountants help businesses avoid potential legal issues by offering proactive advice and services. This includes reviewing and updating company policies to ensure compliance with evolving employment laws, such as contracts and grievance procedures. Our expert consultants also provide early intervention in employee relations, identifying minor issues before they escalate into legal disputes. 

Furthermore, we offer tailored training and workshops, equipping management with the knowledge to handle sensitive matters like redundancy and discrimination. By addressing legal concerns early, businesses can save time and money, reduce the risk of tribunal claims, and protect their reputation.

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Wrap Up:

Employment law in the UK exists to protect the rights and responsibilities of both the employee and the employer. It stands to keep both the parties compliant with UK laws and regulations.

We at Apex Accountants provide professional employment legal services in the UK for both non-contentious and contentious issues. Our team of UK employment law experts offers employers and employees specialised counsel by tackling difficult problems and providing understandable, workable solutions.

So, our consultants are here to assist you if you need strategic guidance on statutory benefits, pensions, or employee retention. Contact us today and discuss your business legal requirements with our experts.

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