UK employment law index

How this index is organised

UK employment law is broad. To keep this index usable, the material below is grouped into eleven topic areas, each starting with the cornerstone authority page for the topic and listing the relevant calculators, guides and FAQs underneath. For statutory references and authoritative external resources, the employment rights hub and employment law resources page sit alongside this index as the other top-level entry points.

For the editorial standards applied to every page on this site, see the editorial policy; for the review process, see how we review content; for the publisher background, see the about page.

Employment rights

UK employment law gives workers a defined set of statutory rights, set mainly by the Employment Rights Act 1996, the Working Time Regulations 1998 and the Equality Act 2010. Rights vary by length of service: some apply from day one (discrimination protection, statutory minimum wage, paid holiday accrual), others from one month (statutory minimum notice from the employer), others from two years (statutory redundancy pay, ordinary unfair-dismissal protection).

Three pages cover the rights framework in depth:

• Employment rights hub — a cornerstone overview covering notice, garden leave, redundancy, settlement agreements, probation, holiday, final pay, PILON and resignation in plain English with statutory citations.
• Redundancy rights UK — the redundancy-specific deep dive: statutory pay, consultation, selection, appeals, notice, holiday, PILON, settlements, ACAS routes.
• Notice period rights UK — the notice-period-specific deep dive: statutory and contractual notice, employee and employer rights, garden leave, PILON, sick leave and holiday during notice, resignation.

Constructive dismissal

Constructive dismissal is the route by which an employee who resigns in response to a fundamental breach by the employer is treated, in law, as having been dismissed. The legal basis is section 95(1)(c) of the Employment Rights Act 1996. The bar is high: the breach has to be fundamental, the resignation has to be in response to it, and the employee has to resign promptly. The time limit to bring a tribunal claim is three months less one day from the effective date of termination.

The cluster covers the law, the practical evidence requirements and the maths:

• Constructive dismissal UK — the pillar guide covering the legal definition, evidence, ACAS early conciliation, tribunal process and compensation.
• Constructive dismissal examples — eight common situations: pay cuts, bullying, harassment, contract changes, unsafe workplaces, discrimination, demotion and unpaid wages.
• Can I claim constructive dismissal? — eligibility check covering employee status, the two-year service rule, evidence and the risks of resigning.
• Constructive dismissal compensation — basic award, compensatory award, notice and holiday pay, tax treatment, with three worked examples.
• Constructive dismissal time limits — ACAS stop-the-clock rules, tribunal deadlines and the mistakes that cost claims.

Career development

Once the immediate employment-rights questions are settled, the next phase is the job search and (often) the career change. The Career development cluster covers the full sequence: the pillar guide, CV writing, interview preparation, job search mechanics and the mid-career switch.

• Career change guide — pillar covering timing, finance, skills, retraining, applications and finding the next role.
• CV writing guide — modern UK CV structure, ATS optimisation, common mistakes.
• CV personal statement examples — six worked examples across common scenarios.
• Interview preparation guide — STAR, competency, behavioural, virtual, salary, follow-up.
• Job search strategy — LinkedIn, boards, recruiters, networking, direct applications, tracking.
• Career change at 40 — mid-career switch, money, skills, confidence and timelines.

NHS employment

NHS staff have a layered set of terms: UK statutory law, the national Agenda for Change framework (or the medical and dental terms for doctors and dentists), and local trust policies. The NHS-specific cluster covers the rights that come from the second and third layers.

• NHS employment rights — pillar covering Agenda for Change, notice, redundancy, leave, probation, flexible working and dispute resolution.
• NHS resignation guide — notice by band, handover, leave at termination, final pay and returning.
• NHS redundancy rights — the Section 16 formula, redeployment, consultation and appeals.
• NHS probation period — typical six-month structure, reviews, notice during probation, extensions and dismissal.
• NHS maternity leave rights — occupational maternity pay, notice requirements and returning to work.
• NHS notice period calculator — final working day for any AfC notice length.
• NHS notice periods by band — comparison across all Agenda for Change bands.
• NHS Band 5 notice period — the three-month standard with worked examples.
• NHS Band 6 notice period
• NHS Band 4 notice period — one month standard plus the transition rules to Band 5.
• NHS probation guide — practical employee playbook companion to the probation period reference page.

Probation cluster

Probation is the trial period at the start of a new role. Notice during probation is shorter than the post-probation figure and the rights that apply are slightly different.

• Probation period notice period — how UK probation notice works on both sides.
• Probation review meeting — preparation playbook for the one-, three- and five-month reviews.
• Probation period extensions
• Dismissed during probation
• Can I appeal a probation dismissal?
• Probation end date calculator

PILON cluster

PILON (payment in lieu of notice) ends the contract immediately and pays the unworked notice as a lump sum. Tax treatment changed materially in April 2018 with the PENP rules.

• PILON explained — the pillar guide.
• PILON tax — the post-2018 PENP rules.
• PILON and holiday pay
• PILON and bonus payments
• PILON examples — five worked UK scenarios with gross-tax-net.
• PILON vs garden leave
• PILON calculator

Notice period scenarios

Common questions about what you can and cannot do during a UK notice period:

• 2 month notice period guide — final-day arithmetic, garden leave, PILON and negotiating a shorter exit.
• Can I work during my notice period?
• Can I start a new job during my notice period?
• Resigning during probation period
• Working for a competitor during notice period

Employment tribunals

UK employment tribunals decide disputes between workers and employers: unfair dismissal, redundancy, discrimination, unpaid wages, holiday pay and breach of contract on termination. The tribunal is part of HM Courts and Tribunals Service and there is no fee to bring a claim. Every claim has to go through ACAS early conciliation first.

The cluster covers the process, the figures and the financial reality:

• Employment tribunal UK — the pillar guide covering who can claim, the process, ACAS, deadlines, evidence, hearings, judgments, awards and appeals.
• Employment tribunal timeline — ACAS through ET1, ET3, case management, full hearing and judgment, with example dates.
• Employment tribunal compensation — basic and compensatory awards, injury to feelings under the Vento bands, wage and notice claims, with three worked examples.
• ACAS early conciliation — the mandatory pre-claim process, the COT3 settlement form, and how the stop-the-clock rules protect tribunal time limits.
• Employment tribunal costs — no tribunal fee since 2017, legal costs, representation options, cost orders and risk management.

Redundancy

Redundancy means your role is going, not that you have done something wrong. After two years of continuous service, you are entitled to statutory redundancy pay calculated by age and length of service. The first £30,000 of statutory plus any ex-gratia portion is tax-free. PILON, holiday pay and any bonus are always taxable as earnings.

The calculators handle the maths:

• Redundancy pay calculator — statutory redundancy with the £700/week and 20-year service caps applied.
• Redundancy notice period calculator — statutory minimum notice from the employer.
• Redundancy runway calculator — how long the lump sum, notice pay and savings will cover essential spending.
• Redundancy tax estimator — the £30,000 allowance applied to the package, with a rough net figure.

The supporting guides and articles:

• Redundancy rights UK — the cornerstone rights page.
• Redundancy checklist UK — day-1 to day-30 practical sequence.
• What to do with redundancy money — practical decision tree for the lump sum.
• Financial planning after redundancy — 12-month phases from the first lump sum to steady state.
• Surviving redundancy financially — 90-day practical sequence.
• Redundancy pay tax explained — the £30,000 allowance, PENP, worked examples.
• Final pay after redundancy — what is in the final pay packet and how it is taxed.
• Redundancy consultation period — 30-day and 45-day collective consultation rules and individual consultation.

Notice periods

A notice period is the warning either side has to give the other before ending employment. The longer of the statutory minimum (Employment Rights Act 1996, section 86) and the contractual figure applies. Most contracts give a longer notice for office and professional roles. The employer can choose to have you work the notice, place you on garden leave, or pay PILON.

The notice-period calculators:

• Notice period calculator — final working day from any resignation date and notice length.
• NHS notice period calculator — NHS-specific notice arithmetic with the standard NHS terms applied.
• Final working day calculator — same maths as the homepage, with bespoke SEO copy.
• Garden leave calculator — garden leave end date plus non-compete stacking.
• PILON calculator — gross payment in lieu of notice.

The supporting guides and FAQs:

• Notice period rights UK — the cornerstone rights page.
• How notice periods work in the UK — statutory vs contractual, calendar-month maths.
• What to do after resigning — first-week post-resignation playbook.
• Garden leave explained — rights, restrictions and non-compete interaction.
• PILON explained — mechanics, tax history, PENP rules since 2018.
• How long is a notice period in the UK?
• Can my employer make me work my notice?

Sprint 23 — sector guides and pillars

• Statutory notice period UK — the pillar page on statutory vs contractual notice.
• How much notice do I have to give? — decision-tree covering every scenario.
• Civil Service notice period — grade-by-grade for AO to SCS.
• Police officer notice period — Regulation 12A of the Police Regulations 2003.
• Fire service notice period — Grey Book, wholetime and on-call.
• Armed forces voluntary release (PVR) — JSP 760, DAOR, return of service.
• Teacher resignation dates — 31 October, 28 February, 31 May.
• Notice period letter template — standard, short-notice and retirement templates.
• Four-week notice period guide
• Six-month notice period guide

Sprint 23 — employment status and family leave pillars

• Zero hours contract rights
• Agency worker rights
• Fixed-term contract notice
• TUPE transfer rules
• Maternity leave UK
• Unfair dismissal UK
• Unfair dismissal compensation
• Redundancy consultation process

Settlement agreements

A settlement agreement is a legally binding contract under section 203 of the Employment Rights Act 1996 that ends employment and waives the employee’s right to bring most claims, in exchange for an agreed financial package and other terms. By law, the employee must have received independent legal advice for the agreement to be binding. The employer typically pays a contribution (commonly £350-£750 plus VAT for routine cases).

Calculators and content:

• Settlement agreement calculator — combined gross value with the £30,000 allowance applied.
• What is a settlement agreement? — structure, content, and when they are used.
• Do I need a solicitor for a settlement agreement? — the statutory advice requirement and typical costs.
• Can I negotiate a settlement agreement? — the negotiable levers and how to use them.
• PILON vs garden leave — comparison commonly relevant in settlement contexts.

Resignation

Resignation is a unilateral act in UK employment law. Once you have given valid written notice, your employment will end at the end of the notice period whether the employer accepts it or not. The employer can decide how to handle the notice (working notice, garden leave, or PILON), but cannot extend or refuse the end date.

The practical resignation tools and content:

• Resignation letter generator — polished letter in three tones, ready to send.
• Resignation letter templates — six pre-written scenario letters.
• Handover plan generator — week-by-week handover personalised to your notice period.
• The complete UK resignation guide — the cornerstone pillar guide.
• What to do after resigning — first-week playbook.
• How to budget before resigning — practical pre-resignation budget setup.
• How much money should I save before quitting? — savings target before resigning.
• Can I afford to quit calculator — runway estimator with notice pay, freelance and partner income inputs.

Career change

Career change is harder and slower than the LinkedIn-influencer framing suggests, but tens of thousands of people in the UK do it every year. The standard pattern combines a skills audit, a credential gap analysis, parallel pathways alongside the current role, and a decision framework for the new direction. The calculators above can model the financial side; the articles below cover the career mechanics.

• Signs it’s time for a career change — eight diagnostic signals.
• Career change after 30 — four-line framework for mid-career changes.
• Best careers for a fresh start — eight UK sectors that welcome career changers.
• Changing career with no experience — five-step strategy for breaking in.
• Jobs that don’t require a degree — ten well-paying UK roles with entry routes.
• How to retrain for a new career — course formats, costs, timelines.
• Career burnout: when to switch — burnout versus role mismatch.
• Changing career at 40 — practical UK plan for a mid-career switch in the forties.
• Best online courses for career change — course categories that translate to UK outcomes.
• High-paying careers without a degree — UK careers paying £40,000+ without a degree requirement.
• Careers you can train for in 6 months
• How to learn new skills online — practical system for online learning.

Freelancing and self-employment

Going freelance or starting a limited company is one of the most common moves after redundancy or a senior resignation. The UK structure decisions (sole trader versus limited company) shape the tax position, the admin overhead, and the client perception. Most established professional freelancers run limited companies; most starting freelancers begin as sole traders.

• How to start freelancing in the UK — practical setup from day zero to first paid client.
• Sole trader vs limited company — comparison and the income threshold where the limited company starts to win.
• Registering a limited company in the UK — step-by-step Companies House registration.
• Contractor vs employee — pay, security, IR35 and the financial reality.
• Starting a business after redundancy — using redundancy money to fund a venture.
• Going freelance after employment — the decision tree for the transition.
• Becoming a contractor after redundancy — contracting through a limited company.
• Setting up a limited company after leaving work — the four decisions before incorporation.
• Self-employment after leaving a job — sequence from resignation to first invoice.
• Freelance setup checklist — first-month checklist.
• Freelance business ideas — ten realistic UK options with pay range and registration route.
• Starting a consultancy business — positioning, pricing, first clients.
• Limited company vs sole trader tax — comparison with three worked examples.
• Freelancing after redundancy — 90-day plan for turning redundancy into a freelance start.
• Setting up a business checklist — day 1 to day 90 operational setup.

Financial planning

The financial side of leaving employment is its own discipline. The site groups the relevant tools and articles into the financial planning hub, which links 5 financial calculators (emergency fund, afford to quit, redundancy runway, final pay estimator, redundancy tax estimator) plus 11 financial articles plus 4 related calculators. For the redundancy-specific financial path, see the redundancy section above.

For the practical UK budgeting and runway side, see:

• Redundancy budget planner — lump sum to monthly cash plan.
• Monthly expenses checklist after job loss
• How long will my savings last? — runway maths in plain English.
• Creating a financial safety net — layered approach beyond the cash buffer.
• Living on redundancy pay — stretching the lump sum through the job search.

Authority and external resources

Where you need formal advice or a regulator’s position, the right routes are:

• ACAS — free, impartial advice. Helpline 0300 123 1100. Early conciliation is mandatory before most tribunal claims.
• GOV.UK employment — official government summaries on pay, leave, rights and dismissal.
• Citizens Advice — free advice through local bureaux and the national website.
• Employment Tribunals — official information and claim forms.

For a broader curated directory including Law Centres, the Money and Pensions Service, StepChange and other advisory routes, see the employment law resources page.

The cornerstone pages on this site

The full set of authority pages, which collectively act as the editorial spine of the site:

• About — publisher identity, scope and accuracy commitments.
• Editorial policy — research, writing and update standards.
• How we review content — the four-stage review and calculator validation process.
• Employment rights hub — cornerstone overview of all employment-rights topics.
• Redundancy rights UK — redundancy-specific deep dive.
• Notice period rights UK — notice-specific deep dive.
• Employment law resources — directory of authoritative external sources.

Frequently asked questions

What does UK employment law cover?

UK employment law covers the relationship between employers and employees from the start of work through to its end. Key areas include the contract of employment (statutory minimum terms, pay, hours, holiday), notice and dismissal (statutory and contractual notice, unfair and constructive dismissal, redundancy), discrimination and equality (protected characteristics under the Equality Act 2010), working time (rest breaks, paid leave, the 48-hour week), and pay (national minimum wage, equal pay, deductions from wages).

Where is UK employment law set out?

The main statutes are the Employment Rights Act 1996 (the cornerstone for notice, dismissal, redundancy and unfair dismissal), the Working Time Regulations 1998 (holiday and working hours), the Equality Act 2010 (discrimination), the Income Tax (Earnings and Pensions) Act 2003 (termination payment tax including the £30,000 allowance) and the Trade Union and Labour Relations (Consolidation) Act 1992 (collective consultation, trade unions). ACAS publishes Codes of Practice that have legal weight in tribunal proceedings.

Do I need a solicitor to understand my employment rights?

Usually not at the information stage. ACAS provides free guidance and an early conciliation service; Citizens Advice offers free help with most workplace issues; GOV.UK has plain-English summaries; the resources on this site cover the practical mechanics. A solicitor is normally needed only for a settlement agreement (by law, you must have independent legal advice), a tribunal claim, or a complex contractual dispute.

How does this site fit into UK employment law guidance?

Notice Period Calculator focuses on the practical mechanics: working out dates and figures with calculators, explaining the rules with plain-English guides, and pointing readers to ACAS, GOV.UK and Citizens Advice for formal advice. It is not legal advice. The editorial policy and review process set out the standards we apply.

What should I do if I think my employer has broken employment law?

The standard escalation: raise the issue in writing with your manager or HR; use the employer's formal grievance procedure; contact ACAS for free advice; initiate ACAS early conciliation if a tribunal claim looks viable (mandatory before lodging one); lodge a tribunal claim within three months less one day of the act complained of where conciliation does not resolve it.

General information about UK employment law, not legal advice. For your specific situation, contact ACAS or an employment-law solicitor.