Pay - Rules for Calculation Rights
| Right | Minimum period of continuous employment needed to qualify | Qualification date | Calculation date used for calculating a week's pay | Document |
| Guarantee payment (1) | One month | End of the last complete week before the day on which payment is due | The day in respect of which the guarantee payment is due unless the contract has been varied or a new one entered into to provide for short-time working, in which case it is the last day on which the original contract was in force |
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| Remuneration on suspension on medical grounds | One month | End of last complete week before the day on which suspension begins | The day before that on which the suspension began | Suspension on medical grounds under health and safety regulations |
| Notice of termination | One month | Date notice given | The day immediately preceding the first day of the period of notice | Rights to notice and reasons for dismissal |
| Time off to look for work or to arrange training | Two years | The date when employee's notice expires or date when statutory minimum notice expires, whichever is the later | The day on which the employer's notice was given | Redundancy entitlement |
| Time off for antenatal care | None | Not applicable | The day of the appointment concerned | Maternity rights: a guide for employers and employees - Babies due on or after 6 April 2003 |
| Additional maternity leave (29 weeks from week of birth or, for employees expecting babies on or after 6 April 2003, 26 weeks from the end of ordinary maternity leave) | One year (or six months for babies expected on or after 6 April 2003) | The beginning of the 11th week before the expected week of childbirth (or, for babies expected on or after 6 April 2003, the beginning of the 14th week before the expected week of childbirth) | Maternity rights: a guide for employers and employees - Babies due on or after 6 April 2003 | |
| Parental leave | One year | Any time after childbirth or adoption up to the child's fifth birthday or the fifth anniversary of adoption (extended to the 18th birthday where the child receives a Disability Living Allowance) | Not applicable | |
| Paternity leave (for fathers of babies expected or born on or after 6 April 2003) | 26 weeks | End of the 15th week before the expected week of childbirth | Not applicable | Working fathers. Rights to leave and pay |
| Adoption leave (for employees adopting a child placed with them on or after 6 April 2003) | 26 weeks | End of the week in which adopter was notified of having been matched with the child for adoption | Not applicable | |
| Right to apply to work flexibly | 26 weeks | Date of application | Not applicable | Flexible working: the right to request and the duty to consider. A guide for employers and employees |
| Written statement of reasons for dismissal | One year (None if dismissal occurs during an employee's pregnancy or statutory maternity leave | Generally the last day on which the employee worked | The date on which the employer's notice was given or, if notice was not given, the effective date of termination | Rights to notice and reasons for dismissal |
| Not to be unfairly dismissed and compensation if unfairly dismissed and not reinstated or re-engaged (1) | One year. None in certain special cases. One month where medical suspension could apply | See document |
Suspension from work on medical or maternity grounds under health and safety regulations - Guidance
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| Redundancy payments (1) | Two years | Depends on the circumstances (See document
| Depends on the circumstances | Redundancy entitlement |
| Paid annual leave | None | Starts on the first day of employment | Payment based on a normal week's pay. Where working patterns fluctuate payment based on the average working week over the previous 12 weeks worked or if less than 12 weeks the period actually worked could be used | Your guide to the Working Time Regulations: sections 1 - 4 Your guide to the Working Time Regulations: sections 5 - 11 |
| To become a permanent employee on the renewal of a fixed-term contract (or re-engagement on a new fixed-term contract) and to a written statement confirming this | Four years unless continuation of the fixed-term contract can be objectively justified. Service before 10 July 2002 does not count | The date on which the employee acquired four years’ continuous service | Not applicable | Fixed term work - a guide to the regulations
Fixed term work - Guidance |
1 Limits apply and are reviewed annually