Editorial standards

Employment law is only useful if it is right and current. These are the rules we hold every guide to.

Sources

We build from primary sources first: legislation.gov.uk, GOV.UK, Acas and nidirect. Claims in a guide link to the source inline, and each guide ends with a sources list. We prefer the official wording to a summary of a summary.

Dates and figures

• Every guide shows when it was last reviewed.
• Every rate, limit or threshold is given with the date it took effect.
• Where money or time is involved, we include a worked example you can check with a calculator.

In force or coming

The Employment Rights Act 2025 is being phased in during 2026 and 2027. We separate what is already law from what is scheduled, and mark scheduled changes with a distinct law change note. Our reform tracker follows each change.

England, Wales, Scotland and Northern Ireland

Employment law is largely the same across Great Britain, but Northern Ireland has its own legislation, and tribunals and some procedures differ in Scotland. Each guide carries a badge saying where it applies, and we flag differences in the text.

Employee, worker or self-employed

Your rights depend heavily on your legal status. We say which status a rule applies to, rather than writing “employees” as shorthand for everybody.

What this is not

These guides are general information, not legal advice. We do not invent credentials, case names, statistics or testimonials. Where a guide has been checked by a qualified practitioner, the page will say so; otherwise assume it has not.

Independence

Advertising or affiliate links, where used, never influence what we write. Our affiliate disclaimer explains how they are labelled.

Corrections

If a guide is wrong or out of date, we want to fix it. Corrections are made in the text and the review date is updated; material changes are noted on the page.