Employees are entitled to a minimum wage, minimum annual holiday, set sick and maternity leave and pay and minimum notice to end the employment. Other employee rights arise from their contract of employment and are a direct result of negotiations between the employee and his/her employer. This may include the right to receive a bonus or share options, to participate in an occupational pension scheme, or to have the use of a company car. Breach of employee rights would normally amount to breach of contract, for which the employee is likely to recover compensation. If the breach is particularly serious, the employee may be able to resign and complain of constructive dismissal.

What is an employment tribunal?
An employment tribunal decides disputes relating to employment and industrial relations such as unfair or wrongful dismissal, redundancy, sex, race or disability discrimination and wages and trade union recognition. We frequently represent clients at Employment Tribunals

Transfer of undertakings (TUPE)
The Regulations preserve employees' terms and conditions when a business or undertaking, or part of one, is transferred to a new employer. Any provision of any agreement (whether a contract of employment or not) is void so far as it would exclude or limit the rights granted under the Regulations.

The Regulations have the effect that:

• Employees employed by the previous employer when the undertaking changes hands automatically become employees of the new employer on the same terms and conditions. It is as if their contracts of employment had originally been made with the new employer. Thus employees' continuity of employment is preserved, as are their terms and conditions of employment under their contracts of employment (except for certain occupational pension rights). 
• Representatives of employees affected have a right to be informed about the transfer. They must also be consulted about any measures which the old or new employer envisages taking concerning affected employees.