Advice For You

Employee Rights – Free Online Tool

As an Employee, you have the right to work without discrimination and harassment.

Your Employment Rights – Our easy to use, Free Online Tool, will quickly guide you to the online help you need as an Employee understand your rights with advice and Information provided by ACAS, .Gov and Citizens Advice.

As an Employee you have the legal right to equal opportunity of workplace benefits, promotions, fair wages and fair treatment without regard to race, gender, sexual orientation, disability, religious belief or other characteristic and these rights are protected by law primarily in the Equality Act 2010 and the Employment Rights Act 1996.

Also you can view our Guide to how to approach Problems at Work here.

Free Advice Tool

Simply find the Employment Topic that affects you click to reveal the relevant links.

A contract of employment is a legally binding agreement. Once it is made, both parties are bound by its terms and neither can alter those terms without the agreement of the other.

If agreement cannot be reached an employer who is determined to introduce a change to the terms and conditions of one or more employees but is unable to do so by agreement has two options. He may either:

  • Introduce the new term as a fait accompli, or
  • Terminate the relevant contracts and offer new contracts of employment which include the variation.

If an employer simply announces a unilateral change in contractual terms, this will be a breach of contract. This breach may or may not be so serious as to amount to a fundamental breach of contract. An employee can respond to a breach of contract in one of the following ways;

  1. he or she can acquiesce to the breach by simply carrying on working under the revised terms.
  2. if the breach is a fundamental breach going to the heart of the contract, he or she can resign and claim unfair constructive dismissal.
  3. he or she can simply refuse to work under the new terms if, for example, they involve a change in duties or hours.
  4. he or she can “stand and sue”; ie stay and work in accordance with the new terms under protest and bring an action for breach of contract against the employer in the High Court or County Court, where appropriate bring a deduction from wages claim under Part 2 of ERA.
  5. where the change can be said to amount to a termination of the old contract and an introduction of a new contract, the employee can work under the new contract and claim to have been unfairly dismissed from the old.

For further information contact our Employment Law Solicitors on 0161 785 3500 or email employment@pearsonlegal.co.uk

Alternatively here are a couple of links some online Advice:

Relevant Links to Advice:

Relevant Links to Advice

Relevant Links to Advice:

Relevant Links to Advice:

Relevant Links to Advice:

Relevant Links to Advice:

Relevant Links to Advice:

Relevant Links to Advice:

Relevant Links to Advice:

Relevant Links to Advice:

Relevant Links to Advice:

Go to our section about how you can fight Redundancy

Relevant Links to Advice:

Relevant Links to Advice:

Relevant Links to Advice:

The employer may wish to withdraw an offer of employment for a number of reasons, for example, because:

  • Its business requirements have changed.
  • It has unexpectedly received information about the applicant which casts doubt on the desirability of employing them.
  • One of the matters on which the offer was expressed to be conditional, such as receipt of satisfactory references, has not been fulfilled.

You could ask the potential employer the reason for the offer being withdrawn. If you believe that their reason could be for a potentially discriminatory reason, i.e. because they became aware you suffered from a medical condition and did not want to take you on because of that, then you may potentially have a claim for unlawful disability discrimination, however you would need evidence to support your allegation.

If on the other hand, the employer’s business requirements have changed, subject to your potential employer paying you the notice you would have been entitled to receive had you started work for them, then that would be the entirety of your claim.

Unless an employee has previous relevant continuous service (e.g. with the same or an associated employer) the employee will not have sufficient continuous service to bring an ordinary unfair dismissal claim. However , there are exceptions, e.g. claims for automatically unfair dismissal, where an employee does not need to fulfil any qualifying period of service to bring an unfair dismissal claim, i.e. if the reason for the offer being withdrawn is a discriminatory reason.

Please note that we can not be held liable for any advice provided by third-party websites

Sometimes Employers don’t follow the regulations and in these cases, you can use your Employee Rights to seek compensation from your employer.

It is important to gain an understanding of if you are likely to have a claim, before incurring the cost of an employment Solicitor and there are services available to the employee to help with this.

This information page is designed to guide you to resources that could help. This page can’t directly provide legal advice on your situation as we aren’t responsible for the advice provided by third-party resources. If you need bespoke legal advice on your situation, please call us to arrange a meeting with one of our Specialist Employment Solicitors.