Starting a new job often brings excitement and fresh opportunity, but it is also important to understand your legal rights from day one. UK employment law provides new employees with several key protections, including during probation. Knowing what you are entitled to can help you settle in with confidence and avoid problems later. This article highlights five essential employment rights every new starter should be aware of in 2026.
A fresh start, with confidence
January is a popular time to start a new role, whether you are changing careers, returning to work, or taking your first job. While most employment relationships start on a positive note, misunderstandings can arise when expectations are unclear. Understanding your basic rights from the outset puts you in a stronger position and helps you spot issues early, before they escalate.
1. Written particulars from day one
Employees are legally entitled to receive a written statement of their main terms and conditions on or before their first day of work. This includes key information such as job title, pay, working hours, holiday entitlement and place of work.
This requirement applies even if a full contract is issued later. New starters should take time to read these documents carefully and ask questions if anything is unclear or does not reflect what was discussed during recruitment.
2. National Minimum Wage and payslips
All workers must be paid at least the National Minimum Wage or the National Living Wage for their age group. These rates usually increase each April, so it is important to ensure your pay is correct from the start.
Employees also have the right to receive an itemised payslip. Payslips should clearly show gross pay, deductions such as tax and National Insurance, and net pay. If any figures do not look right, it is sensible to raise this promptly.
3. Working time and holiday entitlement
Most employees may not be required to work more than an average of 48 hours per week unless they opt out. There are also legal rights to rest breaks during the working day and rest periods between shifts.
In addition, full-time employees are entitled to at least 5.6 weeks of paid holiday per year, with part-time staff receiving this on a pro rata basis. For those starting part-way through the holiday year, entitlement will usually accrue over time, and the employer should explain this.
4. Protection from discrimination
Employment law protects individuals from discrimination and harassment from the recruitment stage onwards. This protection applies regardless of length of service and covers characteristics such as age, disability, sex, race, religion, sexual orientation and pregnancy.
Being new to a role does not mean you have to accept unfair treatment. If something feels wrong, it is appropriate to raise concerns with a manager or the HR department at an early stage.
5. Probation periods and notice
Probationary periods are common and usually allow both employer and employee to assess whether the role is a good fit. Although notice periods may be shorter during probation, employees still have legal protections.
For example, statutory notice requirements apply, and dismissals for discriminatory or automatically unfair reasons are unlawful regardless of length of service. New starters should understand how long their probation lasts and what the review process entails.
When in doubt, ask
Asking questions about policies, benefits or workplace rules is a positive step that helps avoid misunderstandings. Most employers welcome openness and clarity.
If concerns cannot be resolved internally, or if a matter appears particularly serious, independent advice can be invaluable. An employment law solicitor or an organisation such as ACAS can provide guidance and reassurance.
How Pomphreys can help
At Pomphreys, our Employment Law team regularly advises employees at all stages of their careers, including those starting a new role. If you are unsure about your contract, pay, or how you are being treated at work, we can help you understand your position and your options.
If you would like confidential advice, please get in touch with Pomphreys to speak with a member of our Employment Law team.
Frequently Asked Questions
Do I have to receive a written contract on my first day of work?
You are entitled to a written statement of your main terms and conditions on or before your first day. This does not have to be a full contract, but it must include key details such as pay, hours, holiday entitlement and job title.
What if my contract says something different from what I was told at the interview?
If there is a mismatch between what was agreed verbally and what appears in writing, it is important to raise this as soon as possible. Early clarification can often resolve issues before they escalate into disputes.
Can I be dismissed during my probation period for any reason?
While employers have greater flexibility during probation, dismissals must still comply with the law. You cannot be dismissed for discriminatory or certain automatically unfair reasons, regardless of length of service.
Am I entitled to holiday pay in my first year of employment?
Yes. Holiday entitlement accrues from your first day of work. If you start partway through the holiday year, your entitlement will usually accrue monthly and should be explained by your employer.
Do I have employment rights if I work part-time or on a temporary contract?
Yes. Most employment rights apply regardless of whether you are full-time, part-time, temporary, or on a fixed-term contract, although some entitlements may be calculated on a pro rata basis.
What should I do if I think my pay is below the legal minimum?
You should first raise the issue with your employer or the HR department. If the concerns persist, you can seek advice from an employment law solicitor or an organisation such as ACAS.
Is it normal to ask questions when you’re new to a job?
Yes. Asking questions about policies, pay, holidays, or working arrangements is sensible and demonstrates professionalism. It can help prevent misunderstandings and ensure expectations are clear on both sides.
When should I seek legal advice about a workplace issue?
If something feels seriously wrong, unclear, or unresolved, particularly in relation to dismissal, discrimination, or pay, seeking confidential legal advice early can help you understand your position and options.
This article is by Sarah Lynch
Sarah Lynch, Managing Partner
Sarah Lynch is the Managing Partner at Pomphreys. Sarah studied at Dundee University, achieving a 2:1 LLB Honours degree in Scots Law. She then moved back to Glasgow to study the Diploma in Legal Practice, being one of only a small number of students to be offered a funded position for academic excellence achieved during the LLB. Sarah then secured a traineeship concentrating on Personal Injury before deciding to broaden her scope of work to all civil litigation. We recently caught up with Sarah to discuss her role in Pomphreys.
Tel: 01698 373 365
Email: sl@pomphreyslaw.com
