The Written Statement of Particulars
Since April 2020, all UK workers — including part-time and zero-hours staff — must receive a written statement of employment particulars on or before their first day. This must include: pay rate, hours of work, holiday entitlement, notice periods, job title, start date, and workplace location. Failure to provide this carries automatic compensation at Employment Tribunals.
National Living Wage and National Minimum Wage 2025
From April 2025, the rates are:
- Age 21 and over (National Living Wage): £12.21 per hour
- Age 18–20: £10.00 per hour
- Age 16–17 and apprentices: £7.55 per hour
These are legal minimums — paying below them is a criminal offence. HMRC actively investigates underpayment, particularly in retail and hospitality. Ensure your payroll calculates correct rates for each age band and updates automatically when rates change each April.
Holiday Entitlement
All workers in the UK are entitled to 5.6 weeks of paid holiday per year (28 days including bank holidays for full-time staff). Part-time workers receive a pro-rata equivalent. Holiday pay must be calculated at the worker's average pay over the preceding 52 working weeks — not just their basic rate — meaning regular overtime and commission must be included in holiday pay calculations.
Zero-Hours Contracts
Zero-hours contracts are legal in the UK. Workers on zero-hours contracts have the right to holiday pay, National Minimum Wage, and protection from unlawful discrimination. They do not have the right to minimum hours. Exclusivity clauses — preventing zero-hours workers from taking other employment — are unenforceable.
Rest Breaks
Workers are entitled to one uninterrupted 20-minute rest break if they work more than 6 hours in a shift. Young workers (under 18) working more than 4.5 hours in a shift are entitled to a 30-minute break. These are legal minimums — your employment contracts may specify more generous terms.
Sunday Trading and Premium Pay
Sunday working premium pay is not a legal right in the UK — it is a contractual matter. However, shop workers employed before 1994 have the statutory right to opt out of Sunday working. Always check employment contracts before scheduling Sunday shifts for long-serving staff.
Statutory Sick Pay
Statutory Sick Pay (SSP) is £116.75 per week from April 2025, payable from the first qualifying day of sickness (the three waiting days rule was abolished in April 2024). SSP is payable for up to 28 weeks. Small employers can no longer reclaim SSP from HMRC — it is entirely an employer cost.
