In the UK, there are several things an employer must legally provide to employees which are known as workplace entitlement. Failure to do this can result in businesses facing action such as warnings, fines or even criminal/civil legal action.
Written Statement of Particulars
A written statement of particulars outlines an employee’s conditions of work. It is different to an employment contract which confirms that the employee has agreed to work for the employer who agrees to pay the employee.
Some employers provide this as part of your written employment contract. Others may provide you with this as a separate document. However, you must receive a written statement of particulars within 2 months of starting your employment.
A written statement of particulars will include the following information:
- The name of the employee, their job title and job description
- The employer’s name
- Start date
- End date (if not permanent)
- Salary and payment method
- The number of hours the employee will be working and on which days
- Where the employee will be working and if they will ever need to work in different places
- Holiday entitlement
- If there is any probationary period and what the conditions of this are
- Any mandatory training and who will pay for this
- Any pension schemes
- If there are any other benefits provided such as childcare or lunch
- Disciplinary and grievance procedures
- Any other agreements between the employer and the employee
The employer must also provide information about sick pay, notice periods and any other paid leave for things such as maternity/paternity leave. They must either include this in the written statement of particulars or in another document on the employee’s first day.
A payslip
A payslip is a document given to employees that outlines their earnings. Agency staff will receive one from their employment agency. This can either be provided electronically or on paper.
A payslip must include:
- The employee’s earnings before and after any deductions
- Number of hours worked
- The number of deductions (such as tax)
Toilet Facilities
Ok I know this sounds obvious but employers are required by law to provide toilet facilities for staff. The number of toilets that must be provided depends on the number of staff.
Rest Areas
Employers must provide employees with a suitable rest area to use during breaks which should be clean and have good food hygiene. There must also be adequate seating for employees.
The rest area should also include means for heating hot food and water I.e a microwave.
Free eye tests for employees who work with display screen equipment
Employees who regularly use display screen equipment such as a computer must be offered a free eye test. This is because using display screen equipment for long periods of time can cause symptoms such as tired eyes or headaches (although it does not normally cause permanent eye damage).
However, the employer only has to pay for glasses if the test shows specialist glasses are needed for the employee. Consequently, if glasses with an ordinary prescription are needed, the employer does not need to pay for them.
Access to drinking water
Employers must provide access to drinking water. This should be from the public water supply although bottled water can be offered as an extra. Suitable cups should also be provided. Water supply should be easily accessible to all employees. Therefore, drinking water should be clearly marked as drinking water.
Changing Areas
If your job requires you to change your clothes I.e into specialist clothing or a uniform your employer must provide a changing area for employees.
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