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Written Agreements

In the United Kingdom, an employer must give employees and workers a document stating the main conditions of employment when they start work. This is known as a ‘written statement of employment particulars.' It is not an employment contract. These can either be contained in the employment contract or the offer letter. Permanent employees must be hired with a written contract.

The written statement is made up of:

• The main document (known as a ‘principal statement’)
• A wider written statement

The employer must provide the principal statement on the first day of employment and the wider written statement within 2 months.

Employers must tell employees or workers about any changes to the written statement. They must do this within 1 month of making the change.

Oral Agreements

In the United Kingdom, oral agreements are legally enforceable. However, an employer must give employees and workers a document stating the main conditions of employment when they start work. This is known as a ‘written statement of employment particulars.' It is not an employment contract.

Implied Agreements

Written contracts are not mandatory in the United Kingdom. A contract is deemed to be formed when one party accepts the job offer. However, an employer must give employees and workers a document stating the main conditions of employment when they start work. This is known as a ‘written statement of employment particulars.'

In the absence of written agreements, certain aspects of employment may be considered implied, for example, not stealing from the employer, the employer providing a safe and secure work environment, and the provision of statutory employment benefits, to name a few.

In the United Kingdom, the labor law states that the standard workweek is 48 hours, averaged over a 17-week period. Night shift work cannot exceed 8 hours daily. Employees under 18 years cannot work for more than 40 hours a week or 8 hours a day.

There are also instances in which individuals may have more than one job, in which case they may meet the 48-hour "working time directive" by:

• Signing an opt-out agreement
• Reducing hours to meet the 48-hour limit

Employees are allowed to work remotely by submitting an application to their employers if they’ve worked continuously for the same employer for the last 26 weeks. The application must contain a statement that it is a statutory request and details of how the employee wants to work flexibly and when they want to start. Employers can reject the application on objective grounds.

New Year’s Day (1st January); Good Friday (varies); Easter Monday (varies); Early May bank holiday (varies); Spring bank holiday (varies); Summer bank holiday (varies); Christmas Day (25th); Boxing Day (26th December).

Employers can use trial periods in the United Kingdom to decide if the employee is a good fit for the job. The length and conditions of any applicable probationary period must be included in the principal statement given to the employee or worker when they begin working. For jobs lasting 6 months or more, the maximum probation period is 30 days. Job seekers receive their benefits on a work trial but not wages. Employers can also extend the work trial with the employee's consent before starting the job.

Notice Period

In the United Kingdom, the notice period for individual dismissal is generally determined in the employment contract. Without an express agreement, the statutory minimum notice periods will apply.

The reason for an individual’s dismissal should always be confirmed in writing, regardless of how long they’ve worked for the employer.

The statutory notice periods are as follows:

• No less than 1 week if the employee's period of continuous employment is less than 2 years
• No less than 1 week for each year of continuous employment between 2 and 12 years
• No less than 12 weeks if employment has lasted 12 years or longer

No notice is required if the employee has been working for less than 1 month (unless the employment contract provides otherwise).

Employers have to pay wages for the duration of the notice period and provide a statutory redundancy payment (if the dismissal is for the reason of redundancy and the employee is entitled to such a payment).

Severance Benefits

In the United Kingdom, an employee has the right to receive certain payments from an employer in the following cases:

• The employment contract is terminated for redundancy reasons, provided the employee has worked for at least 2 years with the employer;
• The employee's resignation is deemed constructive by an Employment Tribunal; or
• The dismissal is considered to be unfair by an Employment Tribunal.

Pay ranges from a half-week to one and a half weeks’ worth of pay for each year of service, based on the employee's age. The length of service is capped at 20 years. The maximum statutory redundancy pay is currently GBP 21,000.

Minimum Wage

Beginning April 1, 2025, the minimum wage rates are as follows:

• National Living Wage (21 and over): GBP 12.21 (British pounds)
• 18-21 year old rate: GBP 10.00
• 16-17 year old rate: GBP 7.55
• Apprentice rate: GBP 7.55
• Accommodation Offset: GBP 10.66

Overtime, Holiday & Vacation Pay

Per United Kingdom labor law, overtime is defined as any work time that exceeds the regular working hours outlined in the employment contract. While employers are not required to pay for overtime, the employees’ average pay for the total number of hours worked must not fall below the national minimum wage. Overtime rates and payment, as well as time off in lieu of overtime pay, are determined in the employment contract.

During annual leave, employees receive their standard wages. Bank or public holidays do not have to be given as paid leave. The employer can choose to include bank holidays as part of a worker’s statutory annual leave.

Visas

There are several different visa categories in the United Kingdom, with multiple varieties of visa types within each category, including:

• Work visas
• Study visas - issued to individuals who wish to study in the UK
• Family visas - issued to individuals from outside of the UK to join a family member or civil partner who is permanently living in the UK
• Visitor visas - issued for a stay of up to 6 months for tourism, sports, creative events, conferences, or medical treatment.
• Other visas

Work Permits

Because the UK has left the EU, freedom of movement between the UK and EU has ended and the UK has introduced a points-based immigration system. Under the points-based immigration system, with the exception of Irish citizens, anyone coming to the UK for work must meet a specific set of requirements for which they will score points. A total of 70 points is needed to be able to apply to work in the UK.

Persons who want to be employed in the UK are required to obtain a Skilled Worker visa that allows employees to stay for a maximum of 5 years. This type of visa is issued to individuals who have been offered a skilled job in the UK. Employees must be hired by a licensed sponsor to be able to apply for a work permit in the UK. This visa can be extended for up to 5 years, as long as the total stay does not exceed 6 years. After 5 years, visa holders are able to apply to settle permanently in the UK with the right to live, work and study indefinitely, and apply for benefits.

Employers must check that a job applicant is allowed to work in the UK before they are employed. A right-to-work check must be conducted before an employer hires an employee, to ensure the employee is legally allowed to do the work in question. Employers may face civil penalties if they employ an illegal employee and have not carried out a correct right-to-work check.