Understanding Your Rights as a Young Worker in the UK

Why This Matters

Young workers are among the most likely to experience exploitation in the workplace, not because they are careless but because they often do not know their rights and are vulnerable to pressure from employers who rely on that ignorance. Part-time, casual, zero-hours, and seasonal work, common among teenagers and young adults, is associated with higher rates of rights violations than full-time permanent employment.

Knowing your basic rights before you start a job means you can recognise when something is wrong, know what you are entitled to ask for, and know where to go if things go wrong. This is not about being difficult with employers: it is about being an informed participant in a legal relationship.

Minimum Wage: What You Are Entitled To

The National Minimum Wage in the UK applies to almost all workers, and the rate varies by age. As of April 2024, the rates are: for workers under 18, £6.40 per hour; for those aged 18-20, £8.60 per hour; for those aged 21 and over, the National Living Wage of £11.44 per hour applies.

These rates apply regardless of how you are paid (hourly, salaried, piecework), regardless of the size of the business, and regardless of what your contract says. An employer cannot legally pay below the minimum wage for your age, even if you agree to it.

Be aware that some deductions from your pay can effectively reduce your pay below minimum wage even if your headline rate appears correct. Deductions for uniforms, tools, or accommodation can only be made if they do not reduce your pay below minimum wage. If you think you are not receiving minimum wage, report it to HMRC (gov.uk/pay-and-work-rights or 0300 123 1100): complaints can be made anonymously and HMRC investigates.

Working Hours

Workers aged 18 and over cannot be legally required to work more than 48 hours per week on average (averaged over 17 weeks). You can voluntarily opt out of this limit by signing an opt-out agreement, but you cannot be forced to sign one, and signing one does not mean you are agreeing to unlimited hours.

Young workers under 18 have stronger protections: they cannot work more than 8 hours per day or 40 hours per week, cannot work between 10pm and 6am in most circumstances, and must have a 30-minute break if working more than 4.5 hours.

All workers over 18 are entitled to a 20-minute rest break if working more than 6 hours. This is a legal entitlement, not a favour.

Contracts and Pay Slips

You have the right to receive a written statement of your main terms of employment on or before your first day of work. This does not need to be a formal contract but must include information about your pay, hours, holiday entitlement, and notice period. If your employer does not provide this, it is worth asking for it.

You are entitled to a payslip on or before each pay day, showing your gross pay, any deductions, and your net pay. If you are not receiving payslips, request them. Payslips are important for tracking that you are being paid correctly and for any future benefits or financial applications.

Holiday Entitlement

All workers in the UK are entitled to 5.6 weeks of paid holiday per year (28 days for someone working five days a week). Part-time workers receive this entitlement on a pro-rata basis. Holiday pay must reflect your normal pay, not a reduced rate.

Zero-hours workers and those on casual contracts are also entitled to paid holiday, proportional to the hours worked. If you are working on a zero-hours contract and have never been offered holiday pay, you are likely owed money. Talk to ACAS (0300 123 1100) for advice on how to raise this.

Workplace Safety

Your employer has a legal duty to protect your health and safety at work. This includes providing adequate training before you carry out any task that carries risk, providing any necessary protective equipment free of charge, and assessing and managing risks in the workplace. You have the right to refuse work that you reasonably believe poses a serious and imminent risk to your health and safety, without fear of being dismissed or disciplined for doing so.

If you experience a workplace accident, report it to your employer in writing (keep a copy). The accident should be recorded in the employer's accident book, which you have a right to see in relation to your own incident. Depending on the severity, the employer may have a legal obligation to report it to the Health and Safety Executive.

Discrimination and Harassment

Discrimination on the basis of a protected characteristic (including age, sex, race, disability, sexual orientation, religion, and gender reassignment) is unlawful under the Equality Act 2010. This protection applies from the point of job application through to dismissal.

Workplace harassment, including sexual harassment, is also unlawful. You do not have to tolerate behaviour that is offensive, humiliating, or threatening. Report it to your employer in writing. If the employer does not act, you can raise a grievance or contact ACAS for guidance on next steps.

ACAS (acas.org.uk or 0300 123 1100) is the most important resource for employment rights information and dispute resolution. Their advice is free, impartial, and practically very useful. Citizens Advice can also help you understand your rights and options.