Employment law in the UK - dismissal, ACAS and Employment Tribunal

Your rights depend on your employment status, not on what the contract is called. Employees have the widest protection (notice, redundancy pay, protection against unfair dismissal). Workers - including many agency and zero-hours workers - are entitled to the minimum wage, paid holiday and protection from unlawful deductions. Genuinely self-employed people have the fewest rights, but someone described as "self-employed" or in the CIS scheme who works like an employee can sometimes challenge that label.

Ordinary unfair dismissal normally requires a qualifying period of service - currently two years, due to fall to six months for dismissals on or after 1 January 2027. No qualifying period is needed for automatically unfair reasons (for example whistleblowing, pregnancy, raising health and safety concerns) or for discrimination under the Equality Act 2010.

Time limits. For events on or after 1 October 2026 the time limit for most employment tribunal claims is six months from the event. Earlier events remain subject to the previous three-months-less-one-day limit. ACAS Early Conciliation must usually be started first and pauses the clock while it runs. Do not wait until the last week.

Employers must follow a fair redundancy process. Employees with enough service (currently two years) are entitled to statutory redundancy pay. Full-time workers are entitled to 5.6 weeks of paid holiday a year, including agency and zero-hours workers. Unpaid wages, unlawful deductions and unpaid holiday pay can be claimed, and the minimum wage rates change each April. Keep payslips, bank statements, contracts and records of your hours.

UK law does not use the Polish concept of "mobbing", but harassment and discrimination linked to protected characteristics (such as race, nationality-related grounds, sex, age, disability or religion) are unlawful under the Equality Act 2010. Serious breaches by an employer may support a constructive dismissal claim. Keep dates, messages and records of any grievance.

An employer may offer a settlement agreement. It is binding only if you receive independent advice from a relevant adviser qualified in the UK, usually a solicitor. We can explain the terms and the practical points in Polish or English, but the formal advice certificate must come from a UK-qualified adviser.