Free UK Employee Rights Support Chat

Yes. Rights can exist without a signed contract. Terms can be implied from your offer email, payslips, rotas, policies, and how the job worked in practice.

It depends on your contract wording, any flexibility clause, and whether the change was reasonable and discussed. Sudden changes can be a breach of contract or evidence of unfair treatment.

Pay cuts usually require consent. A reduction without agreement may be an unlawful deduction and/or breach of contract. Keep payslips and note when it changed.

Pressure like this happens. Whether it’s lawful depends on your contract and the employer’s process. Don’t sign under pressure — ask for time and request changes in writing.

The method can matter, especially if no fair process happened. Save screenshots and the full thread, and write down the timeline that led to dismissal.

This can be coercive. A resignation under pressure may still be challengeable depending on the facts. Keep messages and note who said what, and when.

Typically dismissal without a fair reason and/or a fair process. Eligibility can depend on length of service, but some claims (like discrimination) can apply regardless.

It can be. Timing is important evidence. Save your complaint, responses, and the stated reason for dismissal.

You may. Bullying can overlap with harassment, discrimination, health & safety, breach of trust, or constructive dismissal depending on the facts. Document patterns and impact.

Harassment can include unwanted conduct that violates dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment — especially if linked to a protected characteristic.

Pregnancy and maternity are strongly protected. Sudden discipline, reduced shifts, demotion, negative comments, or dismissal linked to pregnancy/maternity may be unlawful. Keep a “before vs after” timeline.

Depending on the facts, employers may need to consider reasonable adjustments. Keep medical evidence, your written requests, and their responses.

Ask for the decision reasons in writing, what evidence they considered, and which policy they relied on. Keep your evidence organised and ask about appeal/grievance routes.

A fair process usually includes an investigation and a chance to respond. Skipping key steps can be evidence of unfairness. Keep invites, notes, and any “decision already made” wording.

Yes. Probation does not remove basic rights (wages, discrimination protections, contract rights). Unfair dismissal eligibility can depend on service length, but some protected issues may apply regardless.

It depends on your contract wording and how significant the changes are. Small adjustments may be allowed; major changes without agreement may be a breach. Keep “old vs new duties” evidence.

Check if your contract includes a mobility clause. Even with one, the employer should usually act reasonably and consult. Keep evidence of practical impact (costs, childcare, disability needs).

Note date/time, exact words, who was present, and how it affected you. If safe, follow up by email: “Confirming what was said in today’s meeting…”.

Safety first. Save evidence (messages, incident notes, witnesses). Consider safer reporting routes (HR, union, trusted senior). If you feel at risk or pressured, confidential advice can help before you report.

In many situations, punishment or dismissal for genuine safety concerns can be challengeable. Keep evidence of the hazard, your report, and management’s reaction.

Payslips, bank statements, rota/hours records, contract/offer, and messages about rates. A simple list helps: date → hours → expected pay → actual pay.

Deductions usually need a lawful basis (contract term, written agreement, or legal requirement). Save payslips and ask for a written breakdown and authorisation.

Keep holiday requests/approvals, payslips, and evidence of usual pay patterns. Ask payroll/HR for the calculation method in writing.

It can affect key rights (holiday pay, minimum wage, protections). Labels aren’t always decisive — what matters is the reality of control, substitution, and day-to-day expectations.

Ask for targets in writing, how success is measured, support/training offered, and reasonable time to improve. Keep evidence of workload, resources, and sudden escalation.

Recording can carry legal/policy and trust risks. A safer approach is detailed notes and an email summary after the meeting. If you plan to record, get tailored advice.

Sudden criticism after good feedback, isolation, impossible targets, removal of responsibilities, and rapid escalation without support. Document the “before vs after”.

Ask what roles are at risk, the pool, criteria, scoring, and alternatives. Keep consultation notes. Single-person selection without objective criteria can be a red flag.

It is often required before many tribunal claims and can affect time limits. If you’re near a deadline or already dismissed, get tailored advice quickly.

Timeline, contract/offer, payslips, rotas, policies, key emails/messages, meeting notes, performance history, witness names, and any threats/discriminatory comments. Store copies safely.

Don’t sign under pressure. Settlement agreements usually require independent legal advice to be valid. Ask for time, request the proposed reference wording, and clarify what you get in return.

NDAs often have limits. They generally should not prevent reporting crimes, whistleblowing, or seeking professional support. The wording matters — get it reviewed before signing.

Yes. If you feel pressured, unsafe, or close to deadlines, confidential advice can protect your position.