Employment Contracts in England: Rights & Obligations. Real-Life Scenarios & Practical Examples

By Natalie Popova, Legal Consultant | Express Law Solutions

Disclaimer: This article is for general information only and does not constitute legal advice. For specific guidance, contact Express Law Solutions.

1. Permanent Contract – Unfair Dismissal

Scenario: Sarah has been working as an office manager on a permanent contract for 8 years. Her employer dismisses her suddenly without prior warnings, claiming “poor performance,” but no formal appraisal has ever taken place.

Legal Application: Under the Employment Rights Act 1996, Sections 94–98, Sarah is protected from unfair dismissal. Since she has over two years of service, her employer must show a fair reason (capability, conduct, redundancy, statutory restriction, or another substantial reason) and follow a fair procedure.

Outcome: Sarah files a claim with an employment tribunal. The tribunal can order reinstatement, compensation for loss of earnings, or award damages for unfair dismissal. This demonstrates the importance of following formal disciplinary procedures and providing evidence of performance issues before terminating employment.

2. Fixed-Term Contract – Rights on Contract Expiry

Scenario: James is hired on a 12-month fixed-term contract to cover maternity leave. As the end of his contract approaches, he assumes he will be automatically renewed.

Legal Application: Fixed-term employees have protection under Employment Rights Act 1996, Section 94. If the same fixed-term contract is repeatedly renewed without permanent employment being offered, James may have the right to claim permanent employment status.

Outcome: James negotiates with his employer, referencing his rights. The employer offers a permanent role, ensuring James retains full statutory protections. This example highlights how repeated fixed-term contracts can affect employee rights and employer obligations.

3. Part-Time Contract – Proportional Benefits

Scenario: Emma works 20 hours per week in a retail store on a part-time contract. She notices that full-time colleagues receive extra holiday pay and bonuses that she is not getting.

Legal Application: The Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000 prevent discrimination against part-time employees. Emma is entitled to proportional benefits unless a legitimate business reason justifies the difference.

Outcome: After raising a grievance, the employer adjusts her holiday pay and ensures bonus schemes are applied pro-rata. This scenario demonstrates how proportional treatment is legally enforced.

4. Zero-Hours Contract – Income Uncertainty

Scenario: Liam is on a zero-hours contract in a hospitality business. Some weeks he is given no shifts, while other weeks he works 50 hours.

Legal Application: Despite the flexible nature of zero-hours contracts, Liam is entitled to the national minimum wage for hours worked, paid holiday, and protection against unfair treatment under Employment Rights Act 1996.

Outcome: Liam’s employer introduces a guaranteed minimum of 16 hours per week to stabilize income and improve retention, while still maintaining scheduling flexibility. This example illustrates both employee protections and employer flexibility considerations.

5. Disciplinary Procedure – Misconduct

Scenario: A warehouse worker, Tom, repeatedly fails to follow safety procedures despite verbal warnings.

Legal Application: The ACAS Code of Practice requires employers to follow a structured process: investigation, written notice of allegations, opportunity to respond, formal warnings, and appeal options.

Outcome: Tom receives a formal written warning and mandatory retraining. When he continues to ignore procedures, he is dismissed following the proper disciplinary process. This case demonstrates the importance of following legal disciplinary frameworks to avoid claims of unfair dismissal.

6. Redundancy – Fair Selection and Consultation

Scenario: A tech company restructures, eliminating 10 positions. Employees must be selected fairly for redundancy.

Legal Application: Under Employment Rights Act 1996, Sections 135–154, employers must consult affected employees, apply objective selection criteria, consider alternative roles, and calculate redundancy pay.

Outcome: Employees receive proper notice, redundancy payments, and outplacement support. Disputes are minimized, illustrating statutory compliance in practice.

7. Working Conditions – Health and Safety Compliance

Scenario: A factory introduces a new production line. Workers notice potential hazards with machinery.

Legal Application: The Health and Safety at Work Act 1974 obliges employers to provide safe workplaces, training, and protective equipment. Employees must be informed of risks and preventive measures.

Outcome: The factory conducts risk assessments, introduces safety guards, and provides mandatory training. Compliance prevents accidents and potential litigation, showing practical application of workplace safety laws.

8. Termination and Notice – Contractual and Statutory Requirements

Scenario: Olivia resigns from a marketing role without giving proper notice as per her contract.

Legal Application: Employment Rights Act 1996, Sections 86–89 requires employees to provide at least the contractual or statutory minimum notice. Employers can enforce notice periods or deduct pay accordingly.

Outcome: Olivia negotiates a shorter notice period, agreeing with her employer, which avoids conflict. This scenario highlights the importance of adhering to notice requirements in employment law.

9. Maternity Leave – Protection of Employment Rights

Scenario: Lisa, a full-time employee, becomes pregnant and informs her employer. She is concerned about job security during maternity leave.

Legal Application: Under the Employment Rights Act 1996, Sections 71–73, Lisa has the right to return to her same job after maternity leave, with the same terms and conditions. Employers are prohibited from treating employees unfairly or dismissing them due to pregnancy.

Outcome: Lisa is granted 52 weeks of maternity leave, receives statutory maternity pay, and returns to her previous position without any loss of benefits. This scenario demonstrates how employment law protects pregnant employees and ensures continuity of employment.

10. Flexible Working Requests

Scenario: Ahmed, a part-time employee, requests to change his schedule to accommodate evening classes.

Legal Application: Under the Employment Rights Act 1996, Section 80F, employees with at least 26 weeks of service can request flexible working arrangements. Employers must consider requests reasonably and provide written responses.

Outcome: Ahmed’s employer adjusts his schedule, allowing him to work morning shifts while completing his classes in the evening. This example shows legal support for work-life balance and employee development.

11. Paternity Leave – Statutory Rights

Scenario: Mark’s partner is expecting a baby, and he wishes to take paternity leave.

Legal Application: The Employment Rights Act 1996, Section 80G grants eligible employees up to two weeks of paternity leave, with statutory paternity pay. Employers must not treat employees unfairly for taking paternity leave.

Outcome: Mark takes two weeks of paternity leave, receives statutory pay, and returns to his role without any negative impact on his position. This demonstrates legal protection for employees balancing family responsibilities.

12. Redundancy – Challenge to Selection Criteria

Scenario: A company restructures, selecting employees for redundancy based on subjective “team fit” criteria. Emily believes the selection was unfair.

Legal Application: Redundancy under Employment Rights Act 1996, Sections 139–147 requires fair, objective, and non-discriminatory selection criteria. Employees can challenge perceived unfair redundancies through an employment tribunal.

Outcome: Emily files a claim and the tribunal rules that the selection process was unfair. The employer offers compensation and reconsideration. This illustrates the importance of objective criteria in redundancy decisions.

13. Workplace Bullying and Harassment

Scenario: John experiences persistent bullying from a colleague. He fears reporting it might affect his career.

Legal Application: The Equality Act 2010 protects employees from harassment related to protected characteristics. Employers have a duty of care to prevent and address bullying.

Outcome: John reports the issue to HR. The employer investigates, disciplines the offending colleague, and implements anti-bullying policies. This shows the role of the law in protecting employees and promoting a safe work environment.

14. Breach of Contract – Unauthorized Pay Deduction

Scenario: Sophia notices unauthorized deductions from her salary for minor mistakes.

Legal Application: Under Employment Rights Act 1996, Section 13, employers cannot make unauthorized deductions from wages unless permitted by law or contract.

Outcome: Sophia raises a grievance. The employer corrects the deductions, issues back pay, and updates payroll procedures. This example demonstrates enforcement of contractual and statutory rights regarding pay.

15. Annual Leave Dispute

Scenario: A retail worker, David, requests leave during a busy holiday period, but management refuses, citing operational needs.

Legal Application: Working Time Regulations 1998, Regulation 13 allows employers to refuse leave for legitimate business reasons but must provide alternative leave dates.

Outcome: David is granted leave at an alternative time and receives his full holiday entitlement. This scenario highlights balancing employee rights with operational requirements.

16. Health and Safety Violation – Employer Liability

Scenario: A construction worker is injured due to faulty scaffolding.

Legal Application: Under Health and Safety at Work Act 1974, employers are responsible for maintaining safe workplaces. Failure to comply can result in prosecution, compensation claims, or civil liability.

Outcome: The employer provides compensation and corrects all safety measures. This demonstrates the legal necessity of maintaining health and safety standards.

17. Flexible Pay Negotiation – Part-Time Employee

Scenario: Hannah, a part-time employee, negotiates with her employer for a higher hourly rate due to extra responsibilities.

Legal Application: While contracts define base pay, Employment Rights Act 1996 allows mutually agreed contractual variations.

Outcome: The employer agrees to the new rate. This example shows how contract terms can be amended with mutual consent while remaining compliant with statutory minimum wage laws.

18. Zero-Hours Contract – Dispute Over Hours Offered

Scenario: Liam works sporadic hours on a zero-hours contract. He feels his schedule is inconsistent and unfair.

Legal Application: Employees on zero-hours contracts are entitled to notice of shifts, protection against unfair treatment, and minimum wage for hours worked (Employment Rights Act 1996).

Outcome: Employer introduces minimum guaranteed hours, stabilizing income. This example highlights balancing flexibility with employee rights.

19. Remote Work – Rights and Responsibilities

Scenario: A software developer, Mia, begins working remotely. She experiences isolation and unclear work expectations.

Legal Application: Employment law, including contract terms, health and safety, and working time regulations, applies equally to remote workers. Employers must ensure safe working conditions and clear communication.

Outcome: Employer provides ergonomic equipment, regular check-ins, and defined performance metrics. This scenario demonstrates modern challenges in employment law with remote working arrangements.

20. Breach of Contract – Early Termination

Scenario: Alex resigns without providing contractual notice. The employer wants to enforce the notice period.

Legal Application: Employment Rights Act 1996, Sections 86–89 governs notice periods. Employees must provide contractual or statutory notice.

Outcome: Employer negotiates a shorter notice period, avoiding conflict. This shows how notice obligations are legally binding but can be resolved through mutual agreement.

This article cases are related to Legal Cases > Employment Contracts in England: Comprehensive Analysis of Rights, Obligations, Disciplinary Procedures, and Working Conditions

References

ACAS (2023) ACAS Code of Practice on Disciplinary and Grievance Procedures. Available at: https://www.acas.org.uk/acas-code-of-practice-on-disciplinary-and-grievance-procedures (Accessed: 8 October 2025).

Employment Act 2002, c.22. Available at: https://www.legislation.gov.uk/ukpga/2002/22/contents/enacted (Accessed: 8 October 2025).

Employment Rights Act 1996, c.18. Available at: https://www.legislation.gov.uk/ukpga/1996/18/contents (Accessed: 8 October 2025).

Equality Act 2010, c.15. Available at: https://www.legislation.gov.uk/ukpga/2010/15/contents/enacted (Accessed: 8 October 2025).

Health and Safety at Work Act 1974, c.37. Available at: https://www.legislation.gov.uk/ukpga/1974/37/contents/enacted (Accessed: 8 October 2025).

National Minimum Wage Act 1998, c.39. Available at: https://www.legislation.gov.uk/ukpga/1998/39/contents/enacted (Accessed: 8 October 2025).

Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000, SI 2000/1551. Available at: https://www.legislation.gov.uk/uksi/2000/1551/contents/made (Accessed: 8 October 2025).

Pensions Act 2008, c.30. Available at: https://www.legislation.gov.uk/ukpga/2008/30/contents/enacted (Accessed: 8 October 2025).

Working Time Regulations 1998, SI 1998/1833. Available at: https://www.legislation.gov.uk/uksi/1998/1833/contents/made (Accessed: 8 October 2025).UK Government (2023) Written Statement of Employment Particulars. Available at: https://www.gov.uk/employment-contracts-and-conditions/written-statement-of-employment-particulars (Accessed: 8 October 2025).

For more comprehensive insights, explore our Legal Cases page and review the applicable UK legal framework.

Disclosure Notice: All names and identifying details in the following case studies have been changed to protect client confidentiality. These examples are based on real scenarios, but any resemblance to actual persons or entities is purely coincidental.

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