Disclosing a Disability
For information about disclosing a disability with regards to applying for job vacancies download the information below.
LGBT Rights at Work
From 1st Dec 2003 it became unlawful to discriminate against workers because of sexual orientation.
It is unlawful on the grounds of sexual orientation to:
Discriminate directly; Against anyone – that is, to treat them less favourably than others because of their actual or perceived sexual orientation.
Discriminate indirectly; That is, to apply a criterion, provision or practice which disadvantages people of a particular sexual orientation unless it can be objectively justified.
This means your employer can't hand out goodies-perks, promotions, you name it-to straight employees that you too can't benefit from. If unmarried partners are invited to a work do, your partner is also welcome, automatically.
To find out more detailed information have a look at the ACAS booklet Sexual Orientation and the Workplace
You can also get more information help and advice on Lesbian and Gay Employment Rights from:
Citizens Advice
Your Rights!
You have employment rights even if you have no written contract.
These rights are called ‘Statutory Rights’ and are the minimum rights a person has under employment legislation.
If you have a written contract )or statement of employment) or there are workplace agreements, you might have better conditions than the statutory rights.
Workers and Employees
There are differences between being an employee and a worker. If you would like to find out more about these differences in more detail please contact the Jobshop. The list below shows the differences between what statutory protection employees and workers are entitled to.
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Statutory Protection Employees have the right to: |
Employees and Workers have the right to: |
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Written pay statement detailing gross and net pay and deductions. |
National Minimum Wage |
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Written statement of contract |
Protection against unlawful pay deductions |
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Implied contract terms |
Discrimination – part-time workers |
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Statutory minimum notice |
Discrimination – sex, race, disability, equal pay, religion, sexual orientation |
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Protection from unfair dismissal (after 1yr) |
Maximum 48 hours a week |
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Not to be discriminated against |
Working hours and breaks |
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Time off for ante-natal care |
Holidays |
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Statutory ordinary maternity leave |
Union recognition where a majority is in favour |
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Statutory additional maternity leave (employed 26 wks prior to birth) |
Not to be refused work on the grounds of union membership |
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Statutory maternity pay (employed continuously for at least 26 wks into the 15th week before the week the baby is due1 + earn £97+ week) |
Time off for union duties and training in recognised workplace |
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Statutory paternity leave (employed 26 wks into the 15th week before the week the baby is due) |
Time off for union duties in recognised workplaces |
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Statutory Paternity Pay (employed continuously for at least 26 weeks into the 15th week before the week the baby is due + earn £97 + a week) |
Protection against discrimination for whistlebowling |
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Statutory adoption leave (newly matched with child, 26 continuous employment before the week you are matched with child) |
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Statutory adoption pay (earn £124.88+ a wk or 90% of your earnings) |
Be accompanied at a disciplinary hearing. |
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Statutory sick pay (sick for 4 days in a row + earn £97+ a wk) |
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Parental leave (52 weeks) |
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Time off for dependents |
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Time off for public duties |
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Right to request flexible working |
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Consultation, selection, time off to seek work |
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