A recent analysis has uncovered a worrying gap in UK workplaces, with a significant number of employees left in the dark about their fundamental rights. This knowledge deficit* suggests many workers are vulnerable to exploitation or unfair treatment simply because they don’t know the law.
In Britain, employment law often feels like a secret language, something most people only research in a crisis. This lack of awareness is widespread. For example, a 2024 Acas survey found a staggering 70% of employees were unaware of the law changing to grant the right to request flexible working from day one (as of April 2024). Worryingly, a YouGov poll even found that 43% of employers didn’t know about that key reform.
As significant changes to UK employment law continue to roll out, driven by the Employment Rights Bill and other recent legislation, understanding your legal standing has never been more crucial.
In a bid to empower workers, Stribe has compiled a list of eight lesser-known employment laws. Lucy Harvey, COO at Stribe, shares her commentary on these common misconceptions.
Myth 1: A written contract is the only valid contract of employment
“People often believe that if it’s not written down, it’s not a real contract. That’s simply not true,” explains Lucy Harvey. “The law actually recognises verbal agreements as just as binding as a written one. This goes even further, as sometimes certain practices become part of your contract just because of how things have always been done at your job—a concept known as ‘custom and practice.’”
The Reality: While verbal agreements are legally valid, they are incredibly difficult to prove. That’s why your boss is legally required to give you a written statement of your core employment terms within two months of starting—a safety net to ensure everyone is on the same page.
Myth 2: Beliefs around veganism and climate change aren’t protected at work
“This is a common and vital point,” Harvey notes. “Under UK law, certain beliefs like ethical veganism or a genuine belief in climate change can be legally protected under the Equality Act 2010.”
The Reality: The law protects a “genuinely held philosophical belief” that is serious and cohesive, not just a casual opinion. A landmark 2020 tribunal case confirmed that ethical veganism is a protected philosophical belief, meaning you cannot be discriminated against for holding it. The same has been found to be true for deeply held environmental beliefs.
Myth 3: You don’t need a monthly payslip
“This is completely false,” states Harvey. “You absolutely have a right to receive a payslip.”
The Reality: Under the Employment Rights Act 1996, it’s a legal requirement for your employer to provide you with a payslip on or before every payday. This document must clearly show your gross pay, all deductions (like tax and National Insurance), and your final net pay. Not receiving one is a breach of the law.
Myth 4: You can apply for flexible working from day one of employment
“This used to be a myth, but it is now completely true,” confirms Harvey.
The Reality: As of April 2024, the law changed. The old rule requiring 26 weeks of service before you could request flexible working has been removed. You now have the legal right to apply for flexible working from your very first day of employment. This is a significant win for employees seeking a better work-life balance.
Myth 5: Being employed by a US business exempts you from UK law protections
“That is completely false and a very dangerous misconception,” Harvey warns.
The Reality: The simple rule is this: if you are living and working in the UK, you are protected by UK employment law, regardless of where your employer is headquartered. The “at-will” employment concept common in the US simply does not apply here. You are entitled to all the same rights as someone working for a British company, including fair redundancy procedures, a statutory notice period, and rights to holiday and sick pay. Your US employer must comply with all UK laws for its UK-based employees.
Myth 6: Employees can’t keep 100% of their tips
“A new law, the Employment (Allocation of Tips) Act 2023, is now in effect and it’s a huge win for workers,” says Harvey.
The Reality: Your employer now has to hand over 100% of the tips you earn and cannot take any of it for themselves. The law also forces companies to have a written policy on how they share tips and keep a record of it, ensuring people in tipped jobs finally get what they deserve.
Myth 7: Carers don’t have access to designated leave
“As of April 2024, this is no longer the case,” Harvey clarifies.
The Reality: If you’re an employee in England, Wales, or Scotland, you can now take up to one week of unpaid leave each year to look after a dependent with a long-term care need. You’re eligible from your very first day on the job and can take the leave flexibly—a significant step toward recognising the huge role that carers play.
Myth 8: You don’t have to receive a statement of terms and conditions from your workplace
“In the UK, it is a legal requirement for your employer to provide you with a written statement of your employment terms and conditions,” Harvey explains.
The Reality: Thanks to a recent law change, this is now a day-one right, meaning your employer must give it to you on or before your first day of work. Not receiving one means your employer is breaking the law.
*According to Stribe
