In the workplace, an employees rights will depend on an individuals statutory rights, and rights set out the employment contract.   Your employment contract may give you as an employee greater rights than those set out by statutory employment law.

In these circumstances, the terms of your employment contract apply and need to be met by the employee to benefit from enhanced rights in the workplace.

Statutory rights are laws set out by the government that apply to all workers and workplaces.  Employers have a legal obligation to comply with employee statutory rights as set out by parliament, and failure to do so could result in expensive employment tribunal claims.

Nevertheless, some of these statutory rights are not applicable for some workers who may be agency workers or employed with an organisation within a probationary period.  However, any employee working for any organisation is entitled to a written statement of terms of employment within two months of work commencing.

This statement will set out employee statutory rights to the following:

- A minimum of 28 days leave per annum for full time employees, pro rata for part time employees.

- Have paid time off to look for work if they have been made redundant once the employee has worked for that organisation for 2 years.

- The right to be paid maternity/paternity leave.

- The right to ask for flexible working hours to care for children or adult dependents.

- The right to request unpaid parental leave following 1 years service.

It is important that employers understand their statutory obligation and continue to offer their employees statutory rights.  Enhanced rights are not necessary, however can form part of a wider benefits package that make an organisation an employer of choice.