Full Time Jobs Rights and Responsibilities
Laws

Full Time Jobs: Rights and Responsibilities

In the UK, 23.25 million people are classed as full-time workers. But what exactly is full-time work and what rights and responsibilities do full-time workers have?

Did you know, that according to the government’s Office of National Statistics, in 2016 in the UK there were 31.77 million people in work, 23.25 million of them working full-time? But what exactly is full-time work and what rights and responsibilities do full-time workers have?

What is the definition of ‘full-time work’?

In the UK, there is no specific definition of what constitutes full-time work. However, it is generally accepted that to work full-time, a person must be working 35 hours or more per week.

The 35 hours per week can come in a variety of forms including day shifts, night shifts, early shifts, late shifts, split shifts or a combination of two or more of the above.

Rights and Responsibilities

Full-time workers rights

Full-time workers rights in the UK depend upon two things:

  • Statutory rights
  • Contract of employment

Statutory rights

Statutory rights are rights that are based on laws passed in Parliament and they override any rights that may contradict them in a contract of employment. Full-time workers are entitled to a range of rights that include the following:

  • A written statement of terms
  • An itemised payslip
  • Payment that is at least the National Living Wage
  • Not having illegal deductions made from their pay
  • The right to a notice of dismissal as long as you have worked for your employer for more than a month and a right to written reasons for dismissal as long as you have worked there for more than one year.
  • Paid holiday (at least 28 days per year)
  • Time off for trade union duties
  • The right to a notice of dismissal as long as you have worked for your employer for more than a month and a right to written reasons for dismissal as long as you have worked there for more than one year.
  • Paid time off to look for work when facing redundancy
  • Time off for training or study if 16 or 17
  • The right to carry on working until the age of 65
  • Paid time off for ante-natal care
  • The right not to be discriminated against
  • Paid maternity and paternity leave (as appropriate)
  • The right to regular rest breaks
  • Paid adoption leave
  • The right to ask for flexible working
  • Unpaid parental leave or unpaid reasonable time off in emergencies to look after dependents
  • The right to work no more than 48 hours per week (although workers can opt-out of this requirement)
  • The right to claim redundancy pay or compensation of unfairly dismissed

How to face an offer of voluntary redundancy

Contract of employment

A full-time workers contract of employment is the agreement made between themselves and their employer. This is usually in written or verbal form. It can include various rights and responsibilities as long as they are not detrimental to the employee’s statutory rights.

Therefore, a contract of employment could not restrict a full-time worker’s leave to 25 days (they’re entitled to 28). However, it could give an employee 35 days per year leave.

The contract of employment will also include ‘custom and practice’ arrangements which may or may not be expressly mentioned in the contract itself.

For example, it is custom and practice in the UK Civil Service that employees are given the Queen’s birthday off. It’s not a written entitlement it is just something that has always been done and has become custom and practice and is now part of every employee’s contract.

Full Time Jobs

What to do if you believe you are not getting your statutory or contract rights

In the first instance, you should approach your team leader/manager and ask them to look into it for you. In many circumstances, small grievances like this can be sorted informally and are often down to misunderstandings or mistakes.

If you’re still not happy, you can raise it with your company’s HR dept directly or through your union. If you are still unhappy with the outcome, then you may be able to go to an employment tribunal. Your union, solicitor or Citizens Advice Bureau would be able to advise you if this course of action is appropriate.