Rights accrue over time
Employment & Labour Compliance in the United Kingdom
UK employment rights build with length of service. That shapes how you hire, manage and exit people.
GCC business setup specialists
The service clock is the thing to understand
Some obligations apply from day one, including a written statement of particulars and the right to be paid at least the minimum wage. Others accrue: protection from ordinary unfair dismissal generally requires two years’ service, and redundancy pay requires qualifying service. Meanwhile right to work checks carry employer liability from the outset. Knowing which clock is running avoids both unnecessary caution and expensive mistakes.
- Day-one obligations distinguished from those that accrue
- Right to work checks done properly, with the liability explained
- Pension auto-enrolment set up before the duty bites
20+
Mainland, free zone and offshore jurisdictions we file in — so the recommendation is based on your activity, not on which authority we happen to be registered with.
7,000+
Companies successfully established.
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What applies when
Obligations by timing
Not everything applies from day one.
| Obligation | When it applies |
|---|---|
| Written statement of particulars | On or before the first day. |
| Right to work check | Before employment begins. |
| Minimum wage and holiday | From the start. |
| Pension auto-enrolment | From the duty start date. |
| Ordinary unfair dismissal protection | Generally after two years’ service. |
| Statutory redundancy pay | After qualifying service. |
Employment rights, wage rates, holiday entitlement, qualifying periods and auto-enrolment thresholds are set by legislation and revised. Yours are confirmed against the rules in force.
How it works
Getting employment right
Documents, checks, then pensions.
01
Get day one right
Written statement of particulars issued on or before the first day, and the right to work check completed before employment starts.
02
Set up the obligations
Payroll registered, pension auto-enrolment assessed and set up, and holiday and sick pay entitlements calculated correctly.
03
Manage the service clock
Probation, performance and exit handled with the qualifying periods in mind, and procedure followed where protection has accrued.
Before your first hire
What to have in place
The right to work check protects the business, not the employee.
- Written statement of particulars ready to issue
- Right to work check process and evidence retention
- Payroll registered with HMRC
- Pension scheme selected for auto-enrolment
- Minimum wage rates checked for each age band
- Holiday entitlement calculation method
- Statutory sick pay process
- Employer liability insurance
- Disciplinary and grievance procedures
- Health and safety arrangements
- Data protection notice for staff data
- Probation terms, where used
Scope
What is included, and what is not
Stated plainly, so nothing is added once the engagement starts.
Included in the service fee
- Contracts and written statements of particulars
- Right to work check guidance and record-keeping
- Payroll registration with HMRC
- Pension auto-enrolment set up and declaration
- Holiday and sick pay guidance
- Policy documents
- Guidance on probation, performance and exit procedure
- Sponsor duty co-ordination where staff are sponsored
Not included, quoted separately
- Wages, pension contributions and statutory payments
- Employer liability insurance premiums
- Tribunal representation
- Dispute resolution, quoted separately
- Recruitment and interviewing
- Occupational health services
- Training programmes
- Payroll processing unless included
Verify independently
Relevant UK authorities
We file directly with these bodies on your behalf.
Companies HouseHM Revenue & CustomsUK Visas and ImmigrationIntellectual Property OfficeInformation Commissioner’s OfficeThe Pensions Regulator
Questions
UK employment compliance — FAQs
When can I dismiss without a full procedure?
Protection from ordinary unfair dismissal generally requires two years’ service, but some claims — including discrimination and automatically unfair reasons — apply from day one. Procedure is always safer.
What is a right to work check?
A check, before employment starts, that the person is permitted to work here. Doing it correctly gives the employer a statutory excuse against a civil penalty; not doing it leaves you exposed.
What is pension auto-enrolment?
A duty to enrol eligible workers into a qualifying pension scheme and contribute. It applies from your duty start date and requires a declaration of compliance.
How much holiday must I give?
A statutory minimum expressed in weeks, which for irregular hours workers requires careful calculation. We set out the method for your workforce.
Do I need a written contract?
You must provide a written statement of particulars on or before the first day. A fuller contract is strongly advisable and usually the same exercise.
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