Working in the UK: employee rights, employer responsibilities and how to protect yourself

Many Ukrainians who have come to the UK are faced with new employment rules. Questions often arise: how much holiday am I entitled to? Is sick pay provided? What questions might I be asked at a job interview? What should I do if my employer treats me unfairly? Below is a comprehensive and straightforward guide to basic employment rights in the UK.

Who has employment rights in Britain?

There are three main employment statuses in the United Kingdom:

• Employee — has the most rights

• Worker — has basic rights

• Self-employed — works for themselves and has different rules.

Most Ukrainians work as employees or workers, so they are entitled to minimum wage, holiday leave, sick leave and protection from discrimination.

Basic rights of employees

1. Minimum wage

An employer cannot pay less than the statutory minimum wage, which depends on the age of the employee. Rates from 1 April 2026:

• £12.71 per hour — for employees aged 21 and over

• £10.85 per hour — for ages 18–20

• £8.00 per hour — for those aged 16–17

• £8.00 per hour — for apprentices.

If you are being paid less than this, it is against the law. You can contact HMRC or seek advice from employee support services.

2. Right to annual paid leave

Every employee is entitled to a minimum of 5.6 weeks of paid leave per year. For those who work 5 days a week, this equates to 28 days of leave. This is called statutory annual leave and applies to all employees regardless of their contract type. Bank holidays Your contract should specify whether bank holidays are included in these 28 days or are added separately. If this is not specified, they are usually included in the total number. Your holiday entitlement begins to accrue from your first day of work. Unused holiday is usually paid out when you leave your job.

3. Sick leave (Statutory Sick Pay — SSP)

If you are ill and unable to work:

• sick pay is paid from the fourth day of illness

• the first 3 days are unpaid

• payments can last up to 28 weeks

• only your normal working days are paid

If you are ill for up to 7 days, it is sufficient to inform your employer. If you are ill for longer, you will need a doctor's note (fit note). Some employers may pay more than the minimum.

4. Working hours

The maximum working week is usually 48 hours, but an employee may agree in writing to work longer hours.

Probationary period and dismissal in the United Kingdom

In simple terms for Ukrainians working in England. What is a probationary period? A probationary period is a period at the beginning of employment when the employer and employee assess whether they are suitable for each other. The employer looks at whether the employee is performing their duties, and the employee looks at whether the job meets their expectations and conditions. There is no law that obliges an employer to introduce a probationary period. But if there is one, it must be clearly stated in your contract.

How long is the probationary period?

The typical term is 3 to 6 months, but it may be shorter or longer if specified in the contract. A longer term (e.g., more than 6 months) is not prohibited, but must be justified and clearly stated in the document.

Your rights during the probationary period

You have all your basic legal rights, even if you are on probation: the right to minimum wage the right to paid holiday and sick leave the right to protection from discrimination the right to breaks and rest periods the right to payslips other standard employment rights This means that probation does not deprive you of your basic rights.

What an employer can do during the probationary period

During the probationary period, your employer may:

• evaluate your work give you feedback

• ask you to improve your performance

• offer you additional training

• decide whether to confirm you in your position

• terminate your contract early

This is normal practice, but your employer must act fairly and explain the evaluation criteria.

Dismissal during probationary period

An employer may dismiss an employee during the probationary period if they believe that the employee does not meet the requirements or is not suited to the job.

The grounds may be:

• low productivity

• failure to meet job requirements

• poor behaviour or discipline

• breach of official duties

• frequent absences without explanation

However, an employer cannot dismiss you on the grounds of discrimination or for exercising your rights (e.g. whistleblowing or pregnancy).

Dismissal procedure

During the probationary period, the employer is not required to follow the full legal procedure that applies to permanent employees with seniority. However, they are still required to: have a legitimate reason (not discriminatory) give you a minimum period of notice provide you with an opportunity to respond and explain the situation If you have worked for at least 1 month, even during the probationary period, the employer is obliged to give at least 1 week's notice, unless otherwise specified in the contract.

Can dismissal be appealed?

Until now, in the United Kingdom, unfair dismissal has typically required two years of service with an employer, but this rule may change in the coming years. In any case, you can challenge your dismissal if it was due to discrimination, pregnancy, whistleblowing, or other protected grounds.

IMPORTANT!

A probationary period does not mean you have no rights; it is a period of assessment. You have standard employment rights from day one. Your employer must act fairly and in accordance with the contract. You can be dismissed, but it must be fair and non-discriminatory. The contract is important — read it carefully before signing.

Discrimination at work

In the United Kingdom, it is illegal to treat an employee less favourably because of:

• age

• gender

• pregnancy or maternity

• nationality or race

• disability

• religion or belief

• sexual orientation

• marriage or civil partnership

• gender reassignment

Discrimination can take the form of refusal to hire, lower pay, lack of promotion or unfair treatment.

What questions are prohibited during an interview

An employer is not allowed to ask:

• Do you have children?

• Are you planning to become pregnant?

• How old are you?

• What is your nationality?

• What is your religion?

• Do you have any chronic illnesses?

• What is your sexual orientation?

The only permissible question is: are you eligible to work in the United Kingdom?

Whistleblowing — report of a violation

Whistleblowing means reporting serious violations at work:

• hazardous working conditions

• fraud or corruption

• violations of the law

• risks to human health

• damage to the environment

• concealment of dangerous situations

Employees who report such violations are protected by law. Employers do not have the right to dismiss or punish them for doing so. Usually, the manager or HR department is notified first, and if the problem is not resolved, external authorities are contacted.

If you encounter a problem at work

We recommend that you take the following steps:

1. Try to resolve the issue with your manager.

2. Submit a formal complaint to the company.

3. Contact the ACAS advisory service.

4. If necessary, the case can be heard in an Employment Tribunal.

Employee responsibilities

Employees also have certain responsibilities:

• to perform their work conscientiously

• to comply with company rules

• to report absences

• to arrive at work on time

• to respect colleagues and customers

Key advice for Ukrainians in the UK

To avoid problems at work: read your contract carefully keep all documents know your rights ask questions if something is unclear do not be afraid to report problems