Yes. Even if you don’t have a written contract, you still have statutory employment rights once you start work. These include rights relating to pay, holiday entitlement, rest breaks and protection from discrimination and unfair dismissal (subject to length of service).

Your employment status affects your legal rights:

• Employees have the most protection, including unfair dismissal and redundancy rights.
• Workers have more limited rights, such as holiday pay and minimum wage.
• Self-employed contractors generally have fewer employment protections.

If your status is unclear or disputed, legal advice can help clarify your position.

In most cases, no. Employers should consult with you and obtain your agreement before making significant contractual changes. Unilateral changes may amount to a breach of contract or constructive dismissal.

Yes. Most Employment Tribunal claims must be started within three months less one day of the act complained of (such as dismissal or discrimination). Early advice is crucial to avoid missing deadlines.

If you’re made redundant, you may be entitled to:

• Statutory or contractual redundancy pay
• Notice or pay in lieu of notice
• Accrued but untaken holiday pay
• A fair consultation process

Redundancy must be genuine and handled fairly.