Employment Rights Act 1996
(ERA 1996)
The principal statute setting out individual employee rights in Great Britain. Includes unfair dismissal, redundancy, the right to a written statement of particulars, deductions from wages, maternity rights, time off for dependants, and protected disclosures (whistleblowing).
The ERA 1996 codified and replaced previous fragmented employment legislation. Part X (s.94-134A) covers unfair dismissal — the most-claimed employment right. Part XI covers redundancy payments. Part II covers protection of wages (s.13 unlawful deductions). Part VIII covers maternity, paternity, adoption leave. Part IVA (s.43A-43L) covers whistleblowing. Section 1 requires a written statement of particulars within 2 months of employment starting. The ERA combined with the Trade Union and Labour Relations (Consolidation) Act 1992 forms the core of employment law in Great Britain.
Related terms
Related guides
Unfair Dismissal Overview
Being dismissed from a job is stressful. If your employer lacked a valid reason or did not follow a fair procedure, you may have been unfairly dismissed and be entitled to compensation. This guide explains the law and what to do.
8 min
Redundancy Basics
Redundancy occurs when your employer needs fewer people to do a particular type of work. If you are made redundant lawfully, you may be entitled to statutory redundancy pay, proper consultation, and your full notice entitlement. Knowing your rights helps you challenge a flawed process.
8 min
Final Pay and Deductions
When your employment ends, your final pay should include everything you are owed — not just your last month's wages. Knowing what you are entitled to receive, and what deductions are lawful, helps you identify if you have been underpaid.
5 min