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This section gives you information about your rights and obligations depending on whether or not you are an employee, and the type of employee you are. Employment law makes a distinction between employees as those who enter into a “contract of service”, and workers as those who have a “contract personally to perform work”. Employees have the right not to be unfairly dismissed under the Employment Rights Act, the right to receive redundancy payments, as well as many other statutory rights. Workers don’t have the same privileges, but have entitlements to statutory rights such as those under the Working Time Regulations 1998. Workers also have the right not to be discriminated against under the Equality Act 2010.
You have specific rights depending on the type of employee or worker that you are. Your employment rights vary depending on whether you are a worker or an employee. Even then, there are more layers in your employment status. See Differences between employees and workers
To use this service, scroll down to Related Pages where you will find detailed guidance with signposts to the best of what is available on the web. There are more resources in the E-Book shop. You can also use the search facility or the site map to go straight to what you need. If you need more help contact us and we are happy to help with specific information, advice and directions on what to do.
Contract types and employer responsibilities
Employment status – employed or self-employed?
Pensions regulator on different types of workers
Contract types and employer responsibilities
TUC – Employment status and rights
Disclaimer
This resource is published by Employee Rescue Limited. Please note that the information and any commentary on the law contained herein is provided free of charge for information purposes only. The information and commentary does not, and is not intended to, amount to legal advice. Employee Rescue accepts no responsibility for any loss occasioned to any person acting or refraining from action as a result of the material contained in this update. Further specialist advice should be taken before relying on the contents of this summary. No part of this summary may be used, reproduced, stored in a retrieval system or transmitted in any form without the prior permission of Employee Rescue Ltd.
