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Know where you stand at work.

Your pay. Your time. Your rights.
Free, plain-English guides to UK employment law, with the sources to back them up.

Notice periodsRedundancyHoliday paySick pay

Statutory employer notice

How much notice am I owed?

7 full years: 7 weeks of statutory employer notice.

Statutory employer notice by continuous service
Continuous serviceMinimum
1 month to under 2 years1 week
2 to 12 full years1 week per year
12 years or more12 weeks

For employees with at least a year’s service. Your contract may give more. Gross misconduct can remove the right to notice. Check the notice rules.

What is happening at work?

Put a number on it.

All calculators & tools

The law is changing.
Keep the dates straight.

Open the reform tracker
  1. In forceHarassment, trade union rights and seafarer framework in force

    Commencement No. 6, made on 1 October, legally fixes this start for stronger harassment prevention and third-party protections, union access, remaining recognition and derecognition reforms, and time-off rights for union officials, learning representatives and qualifying equality representatives. Section 56 and Schedule 5's seafarer-protection framework also came into force; the operational regulations (SI 2026/1160) were made on 2 November and take effect on 1 December. These changes are in force from 30 October 2026.

  2. Next upSeafarer wage and rest regulations made

    The Seafarers (Wages and Working Conditions) Regulations 2026 (SI 2026/1160) were made on 2 November and laid before Parliament on 4 November 2026, and are scheduled to take effect on this date across the UK, including Northern Ireland. On services between the UK and France or the Channel Islands whose ships enter a UK harbour at least 120 times a year, operators must pay crew who fall outside UK minimum-wage coverage the equivalent rates: £12.71 an hour at 21 and over, £10.85 at 18 to 20, and £8.00 for under-18s and qualifying apprentices. The regulations also limit spells on board and set minimum rest periods.

  3. ScheduledUnfair dismissal, tipping and union-information reforms scheduled

    The qualifying period is scheduled to fall to six months and the ordinary compensatory-award cap is scheduled to be removed for dismissals with an effective termination date from this day. Strengthened tipping law and the union-rights statement duty are also scheduled for this date.

  4. Date to be setFire-and-rehire protections and public-sector action plans scheduled

    Fire-and-rehire protections are planned for March, not January. Mandatory gender-equality and menopause action plans for public authorities are also scheduled for March.

Dates and status from our reform tracker. Scheduled does not mean in force.

A closer look at your rights.

  1. · Hours & leaveCareer breaks and sabbaticals: what happens to my job?20 min read
  2. · Compliance & enforcementWhat can the Information Commission do about employee data breaches?17 min read
  3. · Discipline & terminationWhat is severance pay in the UK?17 min read
  4. · Hours & leaveParental bereavement leave and pay: Jack’s Law explained18 min read

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