Understanding the Workplace

An employment contract is legally binding. You must receive a written statement of employment particulars on or before your first day — if you haven't within two months, ask for it in writing.

Do not sign until you've read and understood every section. Once signed, your employer cannot unilaterally change its terms — only by mutual agreement.

A trial period, usually 3–6 months, that works both ways: your employer assesses you, but you should also be assessing whether the role, management style and hours are what was described.

To pass it: show up reliably, ask questions early rather than getting things wrong silently, take feedback visibly seriously, and raise problems before they become bigger ones. If you're dismissed during probation, your employer must still give you your contractual or statutory notice (whichever is longer), and you're entitled to pay for all hours worked.

Most employers have a staff handbook alongside your contract — you should receive it by your first day. Not knowing a policy is rarely accepted as an excuse for breaching it.

• Social media policy — breaching this has resulted in real dismissals. Know what you can and can't post about the company or colleagues.
• Whistleblowing policy — you're legally protected from retaliation for reporting illegal activity or serious misconduct in good faith.
• Grievance procedure — the process for a formal complaint about your treatment at work. See Section 5.

The unwritten rules matter too: arrive on time to meetings, own mistakes early rather than hiding them, be professional with everyone regardless of seniority, and never engage with office gossip — it can derail a career faster than underperformance.

Most disciplinary processes follow ACAS guidelines: an informal conversation for minor issues, a formal investigation for serious matters, a disciplinary hearing (where you can be accompanied by a colleague or union rep), an outcome, and a right of appeal.

Your rights: to be informed of the allegation in writing before any hearing, to be accompanied, to respond and present your case, and to appeal.

A formal complaint about your treatment at work — bullying, discrimination, unhonoured terms, health and safety risk, or retaliation after reporting a concern.

Try informally first where appropriate. If that fails, submit a written grievance to HR (or your line manager's manager if there's no HR), attend a grievance meeting with a colleague or union rep if you want one, and expect a written outcome. You have the right to appeal if you're not satisfied.

Redundancy is a business decision — the role is no longer needed, the business is downsizing, or work of a particular kind has reduced. It is not the same as dismissal for poor performance, a personality clash, or wanting to replace you with someone cheaper (the last of which is unlawful).

Can my employer change my contract without asking? No — once signed, changes need mutual agreement. Regularly being asked to do significantly different work without a conversation is worth raising.

Does probation affect my redundancy or unfair dismissal rights? Both still require 2 years' service regardless of probation status — probation only affects your notice period and access to enhanced benefits.

I'm being paid pro-rata as a part-time worker — does that affect my redundancy pay? Redundancy pay uses your actual weekly pay, so a part-time pro-rata salary already reflects your real weekly figure — see the pro-rata pay explainer in the Understanding Pay guide for how that's worked out.

What's the very first thing to do if I think I've been unfairly dismissed? Ask for written reasons and contact ACAS within 3 months of the dismissal date — this is a strict deadline for bringing a claim.