Don't get caught out by these four employment myths!
Rob Powell hits the streets to dispel four employment myths
Finding and keeping a job is one of the most important things you’ll ever do.
And whether you’re just starting off on your first weekend job, or settling into a full-time career – it’s important to know your rights as an employee.
So to help separate the facts from the fiction, I’ve hit the streets to see how much we know about employment.
If you’re on a monthly salary, your boss has to give you one months notice before sacking you
Notice periods will usually be specified in your employment contract. But there is a legal minimum that your employer must give you, whatever your contract says.
The legal minimum notice period is one week if you’ve been continuously employed for between one month and two years. After two years, this minimum is extended by one week for every one year of employment – up to a maximum of 12 weeks.
Your employer must give you whichever is greater out of your contract or the legal minimum.
If you’ve been in a job for under a year, you can be dismissed for any reason
You do have fewer rights if you’ve been in your job for less than a year - and your employer can dismiss you without giving a reason. But you can still seek compensation for unfair dismissal in a few circumstances.
If the reason for your dismissal is deemed to be ‘automatically unfair’ by an employment tribunal then you can still get compensation from your employer – even if you’ve been in the job for less than a year.
These unfair reasons include dismissals for being pregnant, disabled or part of a trade union or dismissals made because of your gender, race, age or religion.
If you’re accused of stealing at work, you can be sacked on the spot
Stealing from your employer would be classed as ‘gross misconduct ‘and hence you could be dismissed without notice. But firing someone on the spot can be very risky for an employer.
Even in cases of gross misconduct, an employer must put the allegations in writing and meet with the employee to discuss them. While this is going on the employee can be suspended on full pay.
Refusing to do this could allow the employee to file for unfair dismissal or breach of contract.
You must always be given Bank Holidays off or receive additional pay or benefits for working them
When it comes to bank holidays, you’re only entitled to what’s in your contract. Your boss has no legal obligation to give you bank holidays off or pay you extra for working them.
The legal UK minimum for holidays if you work full time is 28 days – but bosses can make you take the eight bank holidays out of this!
So if you’re planning a getaway over one of the Easter bank holiday weekends, it’s probably worth checking with your boss that you’ve actually got the days off before you book anything.
And for some more tips on getting a job and boosting your income head over to our how to guides or follow the links below.
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