Have you ever wondered what your rights really are at work?
Perhaps it’s something you need only to worry about when certain situations arise. For the most part, many of us can be employed for years and never fully learn what our legal rights are in the workplace.
This lack of knowledge is a big problem. This issue gets exacerbated when laws change and the knowledge gap widens. A recent survey by Acas found that 70% of employees were unaware of the new ‘day-one’ right to request flexible working, a massive change that came into force in April 2024. Worryingly, almost half of employers didn’t know about it either. This knowledge gap leaves both workers and businesses vulnerable.
To help clear things up, we’ve compiled a list of some of the most common workplace myths. We’ve enlisted our COO, Lucy Harvey, to provide commentary and debunk these misconceptions.
Let’s dive in.
The truth: “People always say that if it’s not in writing, it’s not a real contract. What may surprise people is that is just not true. Many contractual agreements can be made verbally, which poses a problem for proving what was agreed between you and your employer. What’s positive is that the law actually recognises those verbal agreements as just as binding as a written one. This goes even further, as sometimes things become part of your contract just because of how things have always been done at your job. This is called ‘custom and practice.’”
The truth: “In the UK, it is a legal requirement for your employer to provide you with a written statement of your employment terms and conditions. This allows workers to see a full breakdown of the terms of their employment and have transparency around what is expected of them with no nasty surprises later down the line. Thanks to a recent law change, this is now a day-one right, meaning your employer must give it to you on or before your first day of work. Not receiving one means your employer is breaking the law.”
The truth: “In the UK, it’s a legal requirement for your employer to provide you with a payslip on or before every payday. This is required by the Employment Rights Act 1996 to show employers net and gross pay, taking into account all deductions like tax or pension contributions. Having this is advantageous to both sides to ensure pay is being calculated correctly and the right amount of tax is paid”
The truth: “This statement used to be a myth, but as of April 2024, it is now completely true! The law changed recently, and the old rule that required you to have 26 weeks of service before you could request flexible working has been removed.”
The truth: “This is a pretty big deal and a huge relief for so many people. As of April 2024, if you’re working in England, Wales or Scotland, you’ve now got the right to take a week of unpaid carer’s leave every year. The best part? It’s a ‘day one’ right, so you don’t need to have been at your job for ages to be eligible. It’s for looking after a dependent with a long-term care need and you can even take it in smaller chunks, like half days, which is brilliant for fitting it around hospital appointments or specific caring duties. It’s a small change on paper but will make a massive difference to the juggling act so many people face.”
“There is a common misconception that working for a US employer means you are no longer bound by UK employment law, this is completely false. The simple rule is this: if you are living and working in the UK, you are protected by UK employment law, regardless of where your employer is headquartered. The ‘at-will’ employment concept common in the US simply does not apply to employees based in the UK.”
“It’s important for employers to ensure they are well versed in the laws of protected characteristics at work. What some may not be aware of is, under UK law, beliefs around veganism and climate change can indeed be protected characteristics. This falls under the “religion or belief” section of the Equality Act 2010. The law doesn’t protect a person’s every opinion, however it does protect a genuinely held philosophical belief that is serious and cohesive. Several years ago a landmark employment tribunal case ruled that ethical veganism is a protected philosophical belief, changing the way many HR professionals perceived the law for future cases. This means an employer must not discriminate against an employee for holding that belief. Similarly, a person’s deeply held, genuine belief in man-made climate change and the need to protect the environment has also been found to be a protected belief.”
The truth: “The new Tipping Act 2023 is an absolute game-changer for hospitality staff in particular. For years, it’s been an unchecked system, where some workers received 100% of their tips and others faced deductions from employers. This new law puts an end to all that.
“From now on, anything the employee earns in tips, whether it’s on a card, a service charge on the bill, or through a tipping app, has to be given to them in full. Employers aren’t allowed to make any deductions, full stop. The law also forces them to have a clear, written policy on how tips are shared out and they have to keep a record of it for three years. This means you can actually ask to see those records to make sure you’re getting your fair share.
“This isn’t just about a bit of extra cash. It levels the playing field and ensures that the money customers intended for the hard-working staff actually ends up with them. It’s a massive win for everyone who relies on tips to make a living.”
If you’re looking for better ways to improve employee relations, take a look at our employee engagement products.
About Lucy Harvey
Lucy Harvey, COO at Stribe, has 11+ years’ experience in purpose-driven leadership roles across health, wellbeing, internal communications, employee engagement, and marketing. She is passionate about creating workplaces where people are happy, fulfilled, and feel comfortable and safe to talk.
