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Important Timescales in Employment Law

EH SolicitorsBlogImportant Timescales in Employment Law



Important Timescales in Employment Law


Important Timescales in Employment Law

Claims for unfair dismissal

  • For employees employed before 6 April 2012, they require 1 year of service to be able to bring this claim
  • For employees employed on or after 6 April 2012, they require 2 years of service
  • Claims need to be filed by an employee within 3 months of their last day.  For example, they are given notice which expires on 13 February 2013- this is their last day- and so they will have until 12 May 2013 to file their claim.


An employee needs to have been employed for 2 years before they are entitled to a redundancy payment.  This payment is based on age, length of service and gross weekly pay (subject to a current maximum of £450).

Notice periods

Always check an employee’s contract to see what notice they are entitled to receive.  However, it should match the statutory period of notice and if it is less, the statutory period will apply (one week for each year of complete service up to a maximum of 12 weeks of notice).

No notice is required, under statute, if employment lasts less than one month.  However, if the contract allows for notice during the first month, it must be provided.

Working time

Statutory holiday entitlement = 28 days OR 20 days plus the usual public and ban holidays (of which there are 8).

Rest beaks = after 6 hours, 20 minutes (16-17 years olds = after 4.5 hours, 30 minutes)

Daily rest period = 11 hours in between each ‘shift’ (16-17 year olds = 12 hours)

Weekly rest period = 24 hours OR 48 hours every 2 weeks (16-17 year olds = 48 hours)


For further information or to discuss an employment law query, please telephone Ian Hass on 0800 197 3560 or email him at [email protected].


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