In reply to Bib:
Rights when you apply for a job
You should not be discriminated against in a job selection process on the grounds of your trade union membership, sex (including pregnancy/ maternity status), race (including nationality), disability, age, sexual orientation, religion/ belief (including lack thereof), or being transgender.
Rights from your first day at work
You should be given a written statement of particulars showing how much you earn and any deductions that will be made from your pay. (Some or all of the information required to be set out in a written statement of particulars may be contained in a contract of employment, rather than in a separate document).
You have a right not to have deductions (with some exceptions such as for tax) made from your pay unless your employer has the contractual power to make the deductions and you have agreed to them in advance.
If you are paying National Insurance contributions (applies to anyone earning over £112 per week (from April 2015)), you can claim Statutory Sick Pay after you have been off sick for four days in a row.
You have the right not to be discriminated against on the grounds of your trade union membership, sex (including pregnancy/ maternity status), race (including nationality), disability, age, sexual orientation, religion/ belief (including lack thereof), marital or civil partnership status, or being transgender.
You have the right to ask for reasonable adjustments if you have a disability.
You have a right to equal pay with members of the opposite sex doing the same job, a similar job, or a job of equal value to you.
You are entitled to 52 weeks’ maternity leave, even if you were pregnant when you started the job.
You have the right to 52 weeks’adoption leave.
You can have time off for medical appointments if you are pregnant.
You can take unpaid time off to go to two antenatal appointments with your partner.
You have new rights to time off for adoption appointments.
You can take unpaid leave to deal with unexpected emergencies involving family members or people who rely on you for their care.
You have the right for your trade union to be recognised by the employer to negotiate your working conditions if at least 10% of the people in your department/ workplace are members of that union and the union can show that the majority of employees in that department/ workplace are likely to support it being formally recognised.
You have the right to take a trade union representative or fellow worker into a disciplinary or grievance hearing, and into a meeting to request time off to train.
You can claim wrongful dismissal if your employer sacks you without giving you the agreed notice.
Although you need more service before you are able to claim general unfair dismissal, you can already complain about dismissal on certain grounds (e.g. dismissal for whistleblowing, or on the basis of a protected characteristic such as your race or trade union activities).
You have a right not to be unfairly dismissed for your political views.
Rights after a month
You must be given one week's notice of dismissal (or more, if your contract entitles you to longer notice).
You must be paid if you are suspended on medical grounds.
You must be paid wages if you are laid off (this is where your employer has asked you to work for at least a day less per week than usual).
Rights after eight weeks
You are entitled to a written statement of your terms of employment which must include your pay, hours, where you are expected to work, holidays and other benefits such as a pension entitlement.
Rights after two years' service
Once you have been working for two full years, you can claim unfair dismissal in the employment tribunal.
If your employer dismisses you just before you have worked the full two years needed to claim unfair dismissal, an employment tribunal will add to your service the statutory notice your employer should have given you (unless you were dismissed for gross misconduct). This is to stop employers deliberately cutting short your notice to prevent you from bringing a claim.
You can claim statutory redundancy pay if you are dismissed due to redundancy. The amount of redundancy pay due depends on your age, your pay and your length of service.
You have a right, on request, to written reasons for your dismissal. If you were dismissed because of pregnancy, maternity or childbirth, you have this right from day one of your employment, whether or not you make a request.
The time limits for bringing claims in the employment tribunal are very short and very strict.
Before bringing a tribunal claim, you must fill out an Early Conciliation Notification Form and send it to Acas.
You can find information from Acas explaining how Acas early conciliation works here. Acas early conciliation is free of charge.
Unless you take this first step within the time limit for bringing your tribunal claim, you will not be allowed to bring it.
There are now tribunal fees for all employment tribunal claims. A few low-paid claimants will qualify for help with their fees (i.e. some or all of the fee will be waived). This is known as 'remission'.
link
https://worksmart.org.uk/work-rights/basics/when-your-rights-start