Labor law in the
UK

In the United Kingdom, the most relevant legal documents related to employment law are the Employment Rights Act 1996, the Equality Act 2010, and the Health and Safety at Work etc. Act 1974. The Employment Rights Act 1996 sets out the basic rights of employees in the UK, including the right to receive a minimum wage, the right to paid holiday leave, and the right to redundancy pay.

The Equality Act 2010 protects employees from discrimination on the basis of their sex, race, disability, or other protected characteristic. Finally, the Health and Safety at Work etc. Act 1974 requires employers to take steps to ensure that their employees are safe from risks to their health and safety while at work.

If, during the probationary period, an employer decides that an employee is not suitable for the role, they may terminate their employment with a minimum of one week’s notice.

The employee can terminate employment during their probationary period with a minimum of one week’s notice.

After the probationary period, an employer in the UK can terminate an employee’s contract by giving notice in accordance with the terms of the contract. For less than 2 years of employment the minimum notice is one week. thereafter it is one week for each year of employment up to a total of 12 weeks.

If an employer wishes to dismiss an employee without notice, they must have a valid reason for doing so, such as gross misconduct. The employer must also follow a fair procedure, which will typically involve an initial warning followed by a final warning before dismissal. If an employee is dismissed without following this procedure, they may be able to claim unfair dismissal.